Trillium Insights

Thoughts and Insights from Trillium's Practice Leaders

2017 Hiring Trends for Job Seekers!

2017 Hiring Trends for Job Seekers!

In 2016, we heard many employers say that they struggled to find talented candidates to fill their roles. The good news for job seekers is that employers are looking for top talent and will know a strong candidate when they see one. Here are just a few hiring trends to keep an eye out for in 2017, and how they can benefit you as you look for your next opportunity.

Referrals: It is no secret that a referred candidate has a better chance of getting hired than a non-referred candidate. Never burn bridges after an opportunity ends, even if you left on less than great terms. Always strive to work on and nurture your relationships. You never know where your next referral may come from.

Hiring Managers Screening Applicants: Even with the assistance of recruiting firms, a hiring manager will likely review your online profile and portfolio before they agree to interview you. Make sure to always promote your brand and have a strong professional and online presence. It’s more important than you think.

Annual Performance Reviews: You may find this surprising, but many companies are doing away with annual performance reviews in 2017. With business moving at such a fast pace, organizations are no longer waiting a year before dealing with performance issues or rewarding employees. Employees and managers will communicate more frequently about successes and challenges. If employers hold their managers and employees more accountable to keep lines of communication open, both parties benefit. The employer will be in a better position to achieve their business goals and employees will be better positioned to receive a timely incentive/ reward for a job well done.

Candidate Experience: Successful companies have always catered to their customers and prospects in order to please them, increase loyalty and grow their revenues. In 2017 you will see employers extending that same regard over to their potential candidates and employees. If a job seeker has a negative experience, they are highly unlikely to ever apply to that company again. They also have a platform to highlight that negative experience through social media sites like Glassdoor.  Aside from the candidate experience, employee retention is going to be big in 2017. Supporting and promoting growth and productivity from within is a key factor in organizations increasing profitability. This can be passed on in the form of salary increases, bonuses and more paid time off.

There’s no doubt that 2017 will bring its share of challenges for managers and job seekers alike, but the opportunity to find great talent is still very much possible. Companies are always willing to offer high quality incentives for quality talent. Good luck in the New Year!

14th Anniversary Message

14th Anniversary Message

Today, December 19th, is a day that I will always remember.  14 years ago today, Trillium opened its doors and began providing consulting service to our clients.   I am honored to say that 14 years later, we are actively working with our first client.  I would like to thank each of our consultants and each of our clients for your belief in us and the work that we do.

Looking back, there are so many memorable engagements and key milestones; I’ll just mention a few:

  • Successfully managed the implementation of over 350 client systems into production
  • Placed over 400 consultants on jobs in the last 13 years
  • Placed over 45 FTEs into client companies in the last 4 years alone
  • Worked over 420,000 billable hours with an average overall utilization of 76%
  • We have continued to donate both our time and money to countless charities

We look forward to building on these milestones during the coming year.

I hope you have a safe and healthy holiday season.

Steve Adelstein

5 Goals of a PM

5 Goals of a PM

These goals are generic to all industries and all types of projects. I set these 5 goals for every project I manage.

Goal 1: Finish on time
This is the oldest but trickiest goal in the book. It’s the most difficult because the requirements often change during the project and the schedule was probably optimistic in the first place. To succeed, you need to manage your scope very carefully. Implement a change control process so that any changes to the scope are properly managed. Always keep your plan up to date, recording actual vs. planned progress. Identify any deviations from plan and fix them quickly.

Goal 2: Finish under budget
To make sure that your project costs don’t spiral, you need to set a project budget at the start to compare against. Include in this budget, all of the types of project costs that will accrue, whether they are to do with people, equipment, suppliers or materials. Then work out how much each task in your plan is going to cost to complete and track any deviations from this plan. Make sure that if you over-spend on some tasks, that you under-spend on others. In this way, you can control your spend and deliver under budget.

Goal 3: Meet the requirements
The goal here is to meet the requirements that were set for the project at the start. Whether the requirements were to install a new IT system, build a bridge or implement new processes, your project needs to produce solutions which meet these requirements 100%. The trick here is to make sure that you have a detailed enough set of requirements at the beginning. If they are ambiguous in any way, then what was initially seen as a small piece of work could become huge, taking up valuable time and resources to complete.

Goal 4: Keep customers happy
You could finish your project on time, under budget and have met 100% of the requirements—but still have unhappy customers. This is usually because their expectations have changed since the project started and have not been properly managed. To ensure that your project sponsor, customer and other stakeholders are happy at the end of your project, you need to manage their expectations carefully. Make sure you always keep them properly informed of progress. “Keep it real” by giving them a crystal clear view of progress to date. Let them voice their concerns or ideas regularly. Tell them upfront when you can’t deliver on time, or when a change needs to be made. Openness and honesty are always the best tools for setting customer expectations.

Goal 5: Ensure a happy team
Staff satisfaction is critical to your project’s success. So keep your team happy by rewarding and recognizing them for their successes. Assign them work that complements their strengths and conduct team building exercises to boost morale.  Celebrate and acknowledge the daily successes among the team. With a happy motivated team, you can achieve anything!