JPBG’s Recruitment Training programs equip recruiters with the ability to consistently identify and engage high quality Top Talent through an 8-step placement process that yields optimal results. Additionally, because executive talent is on the move now more than ever, our program enables recruiters to better showcase the nature of an employer’s compelling story, to attract candidates who will want to work for them.

We train recruiters to locate the “Passive” talent looking for a better opportunity and willing to make a job change.  Our motto: If not for you the recruiter, your client would never see this top talent!

JPBG Training offers tremendous opportunity for our clients to experience heightened productivity levels and enhanced performance ratios in all phases of the recruitment lifecycle from their In-House Recruiters.

We help clients save time, money, and reduce time-to-fill ratios in addition to developing enhanced referral networks that yield amazing results. With our approach, recruiters can immediately implement a cohesive and candidate-driven recruitment methodology that delivers results.

Absolutely!  JPBG Training is our 8-step placement process that will benefit a group of recruiters or one-on-one training.

First, in order to provide Professional Guidance, we need to get to know you and where you are on your career path.  Then together we work through your 10-step career map (from defining your job goals, aligning your resume, to interviewing practice and techniques) designing the appropriate career plan for you. We offer single service options or 3 – 6 month coaching plans to assist you every step of the way.

With years of industry experience, combined with proven streamlined Work Flow Processes, we provide our clients with a laser-sharp recruiting process to improve productivity and control costs.  The most important element to our success is in partnering with our clients to understand their needs and requirements to put together the best recruiting plan that meets the scope of the positions. In addition to being a boutique firm, we are responsive, nimble and offer flexibility on our fees.

This is a very enlightening article on working in and what skills are needed in our Socially Driven Media today as compared to just a few short years ago. There are jobs in many fields that are vacant even in the current economic climate and amidst all the much decried bally-hew of just how few jobs are left in the US amidst our larger than life unemployment figures.

This summarizes what a lot of us working in this medium as well as the Recruiting World know.

There are lots of jobs available: Many of those now out of work just don’t have the skills required for today’s work force.

Recently some good friends and I were enjoying a great bottle of wine over dinner when an interesting discussion arose. “Is your boss ruining your career?” We all unanimously agreed that we had either been in the situation before or were currently in one.

Each of us sitting at the table that night is tenured in our professions, take great pride in the career paths we have chosen and applaud the hard work it took to get here.  Needless to say, we’re not “fresh” out of college, if you get my drift! We pondered the question at length as to how AND why some folks make it into “management” when clearly their lack of skills in managing others was completely off the mark. And to make matters worse, most of us know our jobs better than our bosses do! I think we all can agree that a bad boss is the most common reason employees quit their jobs.

A survey of workers by the Workplace Bullying Institute, a nonprofit group that does research and training on the subject, conducted last year, found that 27.5% of respondents reported that ill treatment by superiors got worse after the start of the financial crisis. Why? Simply put, people needed their jobs.  Therefore, they were putting up with verbal and ‘superiority’ abuse when in better times they would have walked. Studies show a bad boss can ruin your entire experience at a company.

So, can it be proven just how much a bad boss can affect a working environment and ruin a career? A study from Florida State University has attempted to quantify exactly that.

According to this study 40 per cent of workers in the business world think they work for bad bosses. As for what constitutes a bad boss, they gave a variety of answers from being micromanaged, failing to receive credit where credit was due, to being blamed for mistakes that their bosses themselves made. So what does all this mean? It means that companies lose qualified employees due to incompetent, bad management. In short, it means that bad managers cost corporations money!

At the same time, other studies have indicated that bosses who try to create a positive work environment have better performers. In addition, these employees are more than willing to work extra hours or go the extra mile for these supervisors. Read the full article in Management Issues - Some Bad Boss Statistics -

As long as people have the autonomy and the opportunity to do what they do best every day, they’re significantly more likely to be engaged in their jobs and satisfied in their lives overall, thus saving their company money and you being able to go off your blood pressure medication!

In a nutshell, employees stuck it out during the downturn in the economy because there was no better alternative.  In today’s environment, it takes very little for someone to take a leap of faith and move on. The jobs are out there.  The question to you:  Is your boss ruining your career?  If the answer is yes and you truly believe you have done all you can to rectify the situation, then it is time to Dump the Chump and move on. There are many excellent organizations that value good talent and welcome the opportunity to listen and appreciate what you can bring to the table.  So what are you waiting for?  Get out there, grow your career and get happy!

Have you ever taken the time to consider that maybe … just maybe … YOU are a bad boss?

Then follow these five tips from industry leaders to become a model manager:

1.  Listen to staff. “Good bosses know that everyone, from the office junior to a senior manager, has something to teach you about your company,” says Lees.
2.  “Delegate efficiently by clearly stating what you want and when, and then trust your staff to follow through,” advises Sutton. Micro-managing undermines staff.
3.  Be decisive and consistent, says Lees. “A lack of clear direction and goals leads to a confused and frustrated workforce.”
4.  Show your appreciation, advises Sutton. When staff feel supported, they’re more likely to be confident and loyal.
5.  Play to your team’s strengths and weaknesses. “For example, don’t give a detailed task to a chaotic creative,” says career coach Sherridan Hughes.

Katrina Machado, Executive Recruiter

JP Bryan Group

www.jpbryangroup.com

Unlike the job boards or candidates typically found through running ads, JPBG candidates are most likely gainfully employed and willing to consider a job change for the right opportunity.  We take the burden of sifting through countless resumes of unqualified candidates.  JPBG may source multiple candidates and interview 10 or more, but will only present the top 2-3 for your consideration.  This saves you time and money while giving you access to the best talent in the market.

Many staffing agencies are called only after all recruiting resources have been exhausted. At times several agencies are called and it can feel as though it is race for time as to who sends the most resumes for a quick fill.  This makes it difficult for not only good candidates to judge interest of the position, but you as the company to make quick hires without the agency understanding the full scope of the job specs and details. Most requisitions require similar workflow, from research and candidate sourcing through screening and interviewing.  The JP Bryan Group’s database along with high level executive recruiting sources, we allow our clients only the best talent available in a cost effective model.

Recruitment Process Outsourcing, or RPO, is a fairly new business model that has driven companies to consider looking at other recruiting resources that will help them focus on their core business objectives and ROI while still being able to find top talent in the industry.  Most companies have either utilized their own in-house recruiting or worked with agencies who can offer contingent or retained searches on their behalf.  This results in high costs with little guarantee that you have paid for the best talent available.

Every company is different and must be individually evaluated based on the unique characteristics and goals of the firm.  RPO solutions at JP Bryan Group will allow you the exact solution that best meets your needs, but most importantly saving you money.

An Introduction to JP Bryan Group:

In today’s highly competitive global market place, you need to think competitively to achieve continued success in your business.

At JP BRYAN GROUP  we are leading the way as INNOVATORS in RECRUITMENT. We are taking on the competition to bring customers like you the top talent you need for tomorrows challenges, TODAY.

To contact us:

Phone: 503-954-1932

email: info AT jpbryangroup.com

or use our contact form: