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exaqueo News

Welcome Jackie Wollett to #Teamexaqueo!

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Welcome Jackie Wollett to #Teamexaqueo!

Join us in welcoming Jackie Wollett, #teamexaqueo’s newest Employer Brand Strategist and Engagement Manager. In this role, Jackie will join our team of Employer Brand Strategists in helping our clients build their employer brands and the talent strategies that drive them.

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Welcome Jennifer Wienke to #Teamexaqueo!

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Welcome Jennifer Wienke to #Teamexaqueo!

Jennifer Wienke joins exaqueo as a Business Operations Manager. In this role, she is responsible for managing the company's creative process and logistics, capacity planning, and supporting business operations. A seasoned agency veteran, Jennifer is a Clemson University graduate with more than 17 years of advertising and marketing experience. We’re thrilled to have her as a part of #teamexaqueo!

Get to know Jennifer and join us in welcoming her.

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Welcome Elizabeth Meyer to #teamexaqueo!

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Welcome Elizabeth Meyer to #teamexaqueo!

Henry Ford famously remarked that “Coming together is a beginning. Keeping together is progress. Working together is success." This certainly rings true here at exaqueo. Over the past year, we’ve welcomed new clients, grown engagements with current clients, and curated a best-fit team who are as skilled as they are passionate when it comes to client service and employer brand.

And we’re excited to say that we're growing our team again, too. Elizabeth Meyer, a junior at the University of Richmond, joins exaqueo as a Marketing and Communications Associate.
 

Learn more about Elizabeth

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Welcome Shannon Smedstad!

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Welcome Shannon Smedstad!

I'm thrilled to announce that employer brand veteran and talent acquisition leader Shannon Smedstad will be joining the exaqueo team on September 6. We've long admired Shannon's work and had the opportunity to partner with her on writing projects and at conferences in the past. Our clients come to us because we not only have real industry expertise, but also because we have leadership experience in talent and HR. 

Shannon comes to exaqueo with more than 15 years of recruiting, employer brand and HR experience. Most recently, Shannon was the Director of Employment Brand for CEB, a best practice and technology firm serving over 90% of the Fortune 500. As a Leader on the Global Communications and Engagement Team, her work included amplifying the employer brand to attract talent, partnering with Global Talent Acquisition to develop recruiting campaigns, being a driving force behind employee engagement initiatives, relaunching the firm's career site, executing social media initiatives, and collaborating with diversity and inclusion groups.

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Welcome Kathleen O'Brien!

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Welcome Kathleen O'Brien!

Here at exaqueo, I'm so excited (and a bit surprised, honestly) that our boutique, bespoke approach to culture, employer brand and talent strategies are resonating so well. After all, employer brand is still seen as this typically tactical, recruiting based, execution arm of HR. And it's easy to get excited about the execution. After all, what's cooler than digital storytelling or Snapchat? 

Execution tools are a must--they're fun, sexy, cool and generate all the buzz. At exaqueo, we do the cool stuff, but only after building a foundation and strategy based on workforce market research. Nothing gets executives more excited than data--and brands don't have legs unless your CHRO, CMO and CEO are on board.

That's why as we continue to grow, we're so excited to announce the addition of Kathleen O'Brien to our team as a lead consultant and project manager. Kathleen has spent her entire career in talent acquisition, marketing and branding, and project management. Specifically, she has developed employer brand and recruitment marketing strategies for both Northrop Grumman, a mature global Fortune 500 corporation, and Scottrade, a privately owned high-growth firm.

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Talent and HR Weekly Roundup: HR Technology Edition

When talking to a new client, the conversation often begins with tools. "We need to better reach candidates--what tool should we use?" or "We want to strengthen our performance review process, what system should we buy?" We tend to gravitate towards execution first. After all, technology has captured our attention, and our hearts. But without a strategy, tech means nothing. And that's why so many companies end up with a disparate collection of HR tools and technologies that often don't work together.

On that note, we want you start 2014 on the right HR technology foot. Tools are great--we love them too. But you'll have to be strategic and planful. Before you dive into launching that new technology or tools this year, take a step back and think about your plan. This week we've pulled together a few pieces to help you think about your tech plan for 2014.

1) HR Technology Trendspotting: What’s Coming in 2014 from Blogging 4 Jobs

"Gen Y in the workplace, social media for recruiting, big data, candidate experience and company culture aren’t going anywhere. Nor are the litany of other recurring themes which constitute “thought leadership” in HR Technology.   Sure, maybe the details change, but the overall conversation really doesn’t."  Whether it’s the traditional resume, in-person interviews, sourcing, you name it, and someone’s cheering its seemingly imminent demise. But somehow, no matter how perilous, the staples of traditional recruiting survive. Sometimes, that requires a little rebranding – think: “professional network” instead of job board and you’ll get the idea."

2) Twitter Reacts to #sfbeta: The Future of HR  from Entelo

"2014 will see a new war on talent unfold where attracting top talent means creating a top business culture when growth is more difficult than it was in the dot-com era.  Ranking candidates happens in all three (broader) steps of the recruitment process: sourcing, attraction, and selection. Ranking with social sourcing means relying less on a resume and more on social footprints. Attraction requires you to rank how well you think candidates will fit within your company culture. And, lastly, selection means the middle ground where the science and art of recruiting come together to influence your decision-making."

3) 5 Talent Technology Trends that Matter in 2014  from SumTotal

"So many talent technology “trends,” so little time. Wasn’t technology supposed to give us more time? The rapid pace of technology development can make it difficult and time consuming to keep up with the latest and greatest and understand what’s really going to help you achieve your HR and talent management goals. To help (and give you back some of that mythical “time” you were promised) we’ve identified ... trends that will really matter in 2014 and beyond."

Editor's note:  If you're involved in HR Tech or planning for your company, be sure to plan ahead for the industry's biggest conference: HR Tech

Susan LaMotte is the founder of exaqueo, a workforce consultancy that helps startups and high-growth companies build their cultures, employer brands and talent strategies. Contact exaqueo to learn more about how we can help you build a workforce that’s aligned with your company culture and develop an employer brand that will allow your business to scale the right way.

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Talent and HR Weekly Roundup: Startup Culture Basics Edition

We talk culture all day long, but there's a beginning, a place it all started. And you might be in the place. Considering the role culture plays or even trying to convince your founder or leadership team it matters. This week we've compiled some varying insights on ways to learn about culture and get started in your organization. Remember, values are just the first step--you stil want to do all you can to bridge the gap between values and execution (perks, communications etc.)  Check out our post on what we call work rules--a unique way to put your values in action.

This week's roundup:

1) Want to Build an Enduring Company? Fix Culture First from Agency Post 

"As a leader, your primary role — and greatest challenge — is to build culture. The sooner you begin to look at leadership as the empowerment of people through culture, the sooner you can build a true foundation that will correct the problems the company faces through the people who are in the midst of it every day. More than vision, product or decisiveness, culture is what builds great companies and enduring brands."

2) What Big Businesses Can Teach You About Building Company Culture from Huffington Post

"A great company culture means that you know how to keep your employees happy and productive. And if you have happy and productive employees, they will not only stick around, but attract new talent as well."

3)  How to create company culture from Mixergy

"Today, Zappos is known for their outstanding customer service. But great customer service wasn’t the secret to their success. In fact, “the word ‘customer’ isn’t even in the Zappos corporate values,” says Robert Richman, former culture strategist for Zappos and author of The Culture Blueprint. So what was the secret? Creating a culture of service, which meant providing great service for everyone, including customers, vendors, bosses, employees, and coworkers."

4)   Easy Ways To Create A Workplace Culture That Doesn’t Suck from PanosPanay.com

"Entrepreneurs fret over just about everything: marketing plans, product features, investor pitches, sales collateral, management team hires, company valuations, financial projections, cash balances. But an often neglected, yet critical part of success is the culture that a startup founder fosters and the key role that it plays in the company’s eventual success."

5) Being a Best Place to Work and the Importance of Culture by Design from Cornerstone on Demand

"We’ve said this before, but it’s still true: in today's connected society, corporate cultures get defined by default unless companies take an active role upfront. At the center of this all is employee input: put employees – not managers – at the center and allow them to identify and shape a company's personality, purpose and rewards."

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Susan LaMotte is the founder of exaqueo, a workforce consultancy that helps startups and high-growth companies build their cultures, employer brands and talent strategies. Contact exaqueo to learn more about how we can help you build a workforce that’s aligned with your company culture and develop an employer brand that will allow your business to scale the right way.

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exaqueo is growing!

When we started exaqueo at the end of 2011, the goal was to rethink the way we value employees. When companies wait until they get too big to create a culture and hire to that culture, disengagement ensues. We're passionate about helping startup and high-growth companies and pleased to grow our team of consultants doing just that. This week, we welcome consultant Lexi Gordon to our team here in snowy, Washington, DC. Lexi's background in consulting, culture and brand is the perfect addition to our growing team. Most recently, Lexi was a consultant with The Clearing, a culture and change management strategy consulting firm. She now turns her expertise and attention to startup and high-growth clients here at exaqueo and joins our awesome team.

Lexi will be taking a project management role with many of our clients. Say hello and welcome her to the team!

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exaqueo is growing!

When we started exaqueo at the end of 2011, the goal was to rethink the way we value employees. When companies wait until they get too big to create a culture and hire to that culture, disengagement ensues. We're passionate about helping startup and high-growth companies and pleased to grow our team of consultants doing just that. This week, we welcome consultant Lexi Gordon to our team here in snowy, Washington, DC. Lexi's background in consulting, culture and brand is the perfect addition to our growing team. Most recently, Lexi was a consultant with The Clearing, a culture and change management strategy consulting firm. She now turns her expertise and attention to startup and high-growth clients here at exaqueo and joins our awesome team.

Lexi will be taking a project management role with many of our clients. Say hello and welcome her to the team!

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exaqueo is growing!

When we started exaqueo at the end of 2011, the goal was to rethink the way we value employees. When companies wait until they get too big to create a culture and hire to that culture, disengagement ensues. We're passionate about helping startup and high-growth companies and pleased to grow our team of consultants doing just that. This week, we welcome consultant Lexi Gordon to our team here in snowy, Washington, DC. Lexi's background in consulting, culture and brand is the perfect addition to our growing team. Most recently, Lexi was a consultant with The Clearing, a culture and change management strategy consulting firm. She now turns her expertise and attention to startup and high-growth clients here at exaqueo and joins our awesome team.

Lexi will be taking a project management role with many of our clients. Say hello and welcome her to the team!

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Why We're Joining The Work Revolution

I remember when I told my father I wasn't interested in becoming a corporate vice president. He was taken aback--climbing the corporate ladder and succeeding was one of his biggest successes. And it was big--for him. Success was measured in responsibility, power and titles. And there is nothing wrong with that. Plenty of workers still find value in hitting those milestones and rightly so. But change is afoot. It's not that we no longer value these things, it's that we have reevaluated the role work plays in our lives and for some of us  the way we get value from work is different. Success may be one value, but we also value things like creativity, flexibility, patience and time.  Now we have to make the case that companies need to offer these values just as much as they sell us their vision of success.

I recently joined The Work Revolution: a movement + campaign that advocates for human and meaningful work for all.  Pioneers designing radically life-giving places to work. And that's what work should do. Give you energy--not sap it all away. Give you a reason for living, a reason to get up every day and contribute in a meaningful way.

The Work Revolution asked for my take on the movement and what matters to me and to exaqueo about work:

"Human behavior has changed and yet the way we work hasn’t changed with it. We all get value from work in different ways and if organizations don’t know and can’t adapt to different degrees of value, they’ll only find success from employees who conform to their prescribed work environments and behaviors."

Read more of my interview on The Work Revolution and join. Get onboard with the way work is evolving and figure out what you value. Then set about finding it.

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exaqueo is a workforce consultancy that helps startups and high-growth companies build their cultures, employer brands and talent strategies. Contact exaqueo to learn more about how we can help you build a workforce that’s aligned with your company culture and develop an employer brand that will allow your business to scale the right way.

 

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Talent and HR News Roundup: exaqueo insights edition

News Sign PosterEvery week we gather HR and Talent news for you -- the best of what we've read. This week, we're turning the tables and sharing some of the best of what we've written both for exaqueo's blog and in other channels where we share our insights. The common theme? Rethinking what we often hold true: processes should stay static, we can't learn from areas of the business completely different from ours, constant achievements are the goal...this is the norm. And sometimes, the norm has to be flipped. So this week we bring our insights on how to rethink some of the common things you do from milestones to updates to hiring. And maybe you'll shift the tide come Monday.

1) Stop Asking Me What's Next from Forbes

"The constant milestone madness is everywhere. A good friend of mine is on the partner track at a well-known consulting firm. People can’t stop asking if she’s up for partner this year. For my fellow entrepreneurs, the what-next question is constant too. Everyone wants to know your growth plan, your exit plan, your plan to go public.  Are you as exhausted as I am?  I get it. When people ask these questions (personal or business-related) they’re trying to be nice, interested in your work, or are genuinely curious (if they want to promote you or invest in your company).  But we’ve created a world where no one is happy where they are."

2) Recruiters, Why Don't We Scrum More? from Pete Radloff on the exaqueo blog

"Many of you who recruit for technical and/or engineering roles are familiar with the Scrum development methodology. Not familiar? NO PROBLEM. It’s not just for engineers! Scrum is a methodology that incorporates the idea of fast development cycles, frequent releases and quick stand-ups versus long, drawn out, “Death by Powerpoint” meetings. Hmm, maybe the developers are on to something here.  If we start to think and work like the client teams we’re supporting, there’s a greater chance of success of us getting what we need."

3) Paying Employees to Take Unlimited Vacations from Upstart Business Journal

"It's a great model if you balance it with performance measures and guidelines. Employees have to be accountable to perform and should be rewarded when they work hard to get things done quickly. If it's all about performance, they'll hold each other accountable, both on taking too much vacation and on not taking enough."

4) The 3-5 Year Gap: Finding Talent With Actual Talent from Tech Cocktail

"There’s no shortage of college graduates searching for jobs–some have internship and project experience, but they’re still new, and entry-level talent has to be trained. Programs like Nashville’s Software SchoolApp Academy, and Hackbright Academy are helping to fill the gap. But that doesn’t help when you have jobs that require experience now and you can’t find the talent. In these situations, it’s tempting to outsource the problem. After all, you’re busy running companies, bringing in new business and customers, running beta tests–you don’t have the time to devote to a recruiting strategy. Thing is–neither do most external recruiters. They’re going to focus on sourcing the position like you did and then charge you a sizable percentage when you choose one of their candidates. Not that you should avoid external recruiters completely, but what if there were a way to save that fee without exceptional effort?"

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Susan LaMotte is the founder of exaqueo, a workforce consultancy that helps startups and high-growth companies build their cultures, employer brands and talent strategies. Contact exaqueo to learn more about how we can help you build a workforce strategy that’s aligned with your company culture and develop an employer brand that will allow your business to scale the right way.

 

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We're Proud to Be Social About HR

I started blogging in 2002. I designed a social talent network in 2007. I launched a social recruiting game in 2011. It's fair to say--I love to be social. But what I really love is thinking about new ways to connect people in the talent stream.  My personal brandline has always been: "where business meets behavior."  So thanks Huffington Post for including me in the Top 100 Most Social HR experts.  My goal is to get people who aren't in HR to listen. Entrepreneurs, founders, startup leadership teams, operations leaders: I'm talking to you. Care about the role people play in your business? Go follow this great list of folks.

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Meet exaqueo

It's often said that companies -- especially consulting firms -- don't take the advice they dish out. Well, we've broken that mold at exaqueo. We have core values and work rules just like we build for our clients. And as we grow our team, you can bet we'll build our own employer brand that accurately captures what it's like to work at exaqueo. Until then, we're thrilled that MeetAdvisors has profiled our business in its community blog. Take a look and learn more about our successes, our failures and our passion for helping startups and high-growth companies build cultures, employer brands and talent strategies. MeetAdvisors: exaqueo

 

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