Trends In Recruiting
Are you keeping up with today’s recruiting trends? In this month’s issue of the Helios Newsletter “The Chariot” Senior Recruiter Keebie Clements addresses some of the latest and most productive techniques: 
It’s January, a time when people and companies alike are making resolutions to “ring out the old and ring in the new”. All over the world, vows are being made to think bigger and be better. In the timeless art of recruiting, being the best is what we thrive on. Whether you are a recruiter for a large or a small organization, it is critical to keep up with the latest best practices, approaches and strategies.
As the economy continues to shrink, increased pressure for companies to maximize their resources, time, money and with it, a whole new generation of best practices has emerged…
Helios Hot Jobs
Sr. Instructional Designer Baltimore, MD
Sr. HR Business Partners Reston, VA
Solutions Architect Fairfax, VA
Senior Software Specialist Fort Meade, MD
Senior Business Consultant Fairfax, VA
Senior Associate Software Engineer Arlington, VA
Salesforce Administrator Washington DC Metropolitan Area
Sales Representative Washington DC Metropolitan Area
President Arlington, VA
Organizational Development Consultant Reston, VA
Network Engineer Reston, VA
Leasing Consultant Germantown, MD
Imagery Analyst Herndon, VA
Human Resources Business Partner Reston, VA
Federal Account Executive Fairfax, VA
Director, Political Action Committee Washington DC Metropolitan Area
Director of Grassroots Arlington, VA
Customer Service Represenative Washington DC Metropolitan Area
Coordinator, Government Affairs Washington DC Metropolitan Area
Communications Manager Washington DC Metropolitan Area
Certification Coordinator Washington DC Metropolitan Area
Associate Software Engineer Ft. Knox, KY
Associate HR Business Partner Reston, VA
Account Manager Americas Reston, VA
To view complete position descriptions and to apply click here.
Charting A Career Course in 2012?
Have you developed your Individual Development Plan (IDP) for 2012?
In this month’s issue of the Helios Newsletter “The Chariot” Senior Human Resources Business Partner Beth Singh provides tips to get started:
Charting a Career Course in 2012 — Developing an Individual Development Plan (IDP)
Beth Singh, Sr. HRBP
It’s that time of year again, the time when individuals and organizations are most likely to think about what lies ahead and what they plan to do about it. Of course, an argument could be made that in the context of future-focused development planning, that time should really be continuous, but that’s a discussion for another day. Let’s talk instead about the opportunity you have in front of you right now, as a leader of others, to help your employees chart their course this year.
Many of us who have been in management for a while can easily underestimate the power of what’s before us when we enter development planning discussions. After all, it’s possible that many of us charted our own course or frankly, that we happened upon what we learned a little more organically than employees do now. Today, the landscape is different. Not only is there an opportunity to initiate planning discussions with employees. There’s a responsibility, to the people and to the business. After all, if you aren’t talking to your employees about their development, someone else is or will be soon.
So what does that look like in the days of a multi-generational workforce, with limited time and likely, even more limited dollars available? You might be surprised to learn that getting started doesn’t have to be terribly complicated at all and in fact, it doesn’t have to cost much either.
Here are some Individual Development Planning (IDP) tips:
- Invest the time — IDP’s are a great engagement and retention tool when done well and in the spirit of continuous growth. Initiate the dialogue and offer your honest, constructive assessment of performance and potential, based on the individual’s skills and the organization’s priorities.
- Give adequate, if not slightly more, weight to reinforcing strengths than to developing weaknesses. Sure, we all have to develop the areas that challenge us and a strong IDP likely does push us out of our comfort zone just a bit, but companies and individuals gain much more when they can identify and grow natural talents.
“One cannot build on weaknesses. To achieve results, one has to use all the available strengths…These strengths are the true opportunities” (Drucker, 1967) - Encourage employees to develop a plan that is interesting, achievable, practical and realistic — for both the employee and the organization (HR Council for the Nonprofit Sector). Your job is to initiate the discussion and to approve the final plan. Employees play a critical and lead role in the plan’s development and its continued momentum.
- Remember that there are many options available to develop employees. Think creatively about on-the-job training, committee work, leadership opportunities, job rotation, job shadowing, “stretch” assignments (with appropriate support), webinars, offsite training and conferences. The direct costs of most of these are nominal.
The bottom line is, start somewhere and set the standard. If your organization isn’t there yet, you can still engage your team in these development-oriented discussions. I assure you that they will see the value and will likely demonstrate it in their engagement in the job and commitment to the organization. As with most things after all, it’s the sincerity of the gesture, the welcoming of the dialogue and the commitment to mutual success that have the most profound impact on the courses we chart in life.
To sign up to receive “The Chariot” click: http://www.helioshr.com/resources/chariot-newsletter
Helios Partners With Easter Seals Veterans Employment Program (VEP)
On Thursday, December 15, 2011, Helios partnered with the Easter Seals Veterans Employment Program (VEP) to assist with their ‘Job Prep Workshops’ which educates veterans on job search strategies, resume techniques, and current labor market information. The workshop included briefings and presentations from Helios and other employers looking to hire veterans. The workshop also included an employment panel where Helios was able to answer questions and exchange information on job search strategies with the veterans.
Program History
In July 2010, the U.S. Department of Labor’s Veterans’ Employment Training Service (VETS) awarded Easter Seals Greater Washington-Baltimore Region the opportunity to take on the Veteran Workforce Investment Program (VWIP) grant over the course of three years. Each year, funds will be allotted to provide career guidance, placement assistance, and green jobs training for eligible unemployed veterans who reside in Northern Virginia, Southern Maryland, and the District of Columbia. Jobs may include, though not limited to, weatherization, janitorial, administrative, construction, or computer trades/IT.
Military & Veterans Services
The crisis facing the nation in meeting the physical and mental health needs of the Armed Forces having served in Iraq and Afghanistan is overwhelming and continues to grow. Thousands of injured military service members are returning home with hopes of successfully transitioning to civilian life. Many communities are not equipped to respond appropriately to their unique need, nor are they aware of how to best work with military and Veterans systems in the process. Easter Seals’ Military & Veterans services respond to this call to action. As the largest provider of disability-related services to individuals with disabilities and their families, Easter Seals offers military and Veterans systems of care with viable options to support and augment current reintegration efforts.
Employment Services:
Employment services range from vocational assessments to community service opportunities and include work adjustment and skills training, computer skills training, job placement, and self employment programs. More than two thirds of Easter Seals affiliates provide workforce development services in 140 centers in 39 states. Easter Seals Oregon and Easter Seals Greater Washington Baltimore work specifically with Veterans through a grant from the Department of Labor. Other affiliates engaged in employment services for Veterans include Easter Seals Alabama, Easter Seals Colorado, Easter Seals East Georgia, Easter Seals Middle Georgia, Easter Seals Metropolitan Chicago, Easter Seals Crossroads, Easter Seals Iowa, Easter Seals West Kentucky, Easter Seals Northern Rocky Mountain, Easter Seals San Antonio, and Easter Seals Wisconsin.
For more information on the Easter Seals Veterans Employment Program click here: http://www.easterseals.com/site/PageServer?pagename=ntl_military_veterans
Helios Participates In SHRM Day On The Hill
On Wednesday November 30, 2011, one of our HRBP/Senior Talent Acquisition Consultants, Matt Walker, gratefully joined the SHRM Advocacy Team on the Hill for the day to help inform legislators on how current public policy issues can affect employees, employers, and the HR profession as a whole. The SHRM Advocacy Team initiative is designed for HR professionals to participate and influence federal public policy and regulatory efforts. SHRM understands how vital member participation is to advancing the views of the profession on Capitol Hill and provides members with opportunities to “put a face” behind HR and to let their voices be heard.
Looking for information on SHRM’s Advocacy Team? SHRM A-Team