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JUST READ THE WIKI

Elaine Lees, our VP of Talent Management, has recently become a regular contributor for SNEWS and will be featured in Talent Management Magazine. Here's a sneak peak of her article "Just Read the Wiki."

With the constant churning of the economy, especially as it creeps back, employers are faced with the difficulties of watching knowledge walk right out the front door. The current methods of capturing or sharing knowledge are focused on onboarding programs, mentoring, and policy documentation. But the results have been just so-so.

The new wave of social platforms and Enterprise 2.0 software promise big changes in the way companies collaborate, learn, and share knowledge. But, as with all things new, these come with their own sets of challenges.

When it comes down to it, technology is the enabler, not the solution. Companies must build a culture that promotes collaboration and sharing around the software.

Look for this article in the June issue of Talent Management Magazine to read more on specific problems and solutions.

ELEMENTS OF EVALUATING TEAM PERFORMANCE
by Enrique Washington

The pressures of competition, meeting customer needs, and increasing productivity are just a few reasons that organizations approach and accomplish work in a team environment. The development of appropriate and relevant methods for appraising the performance of individuals working in teams and performance of teams as a unit are critical for organizational success. While these methods should focus on the desired behaviors for the team as a whole, it is important to differentiate between behaviors relevant to individual team members and behaviors relevant to team performance.

A successful team-based performance appraisal system will define and use appropriate performance measures and will incorporate useful approaches to assess team performance that include: direct measures of outcomes, multisource assessment and integrated assessments of objectives. Finally, communication is necessary to ensure clear performance expectations.

Click here to read the full article and recommendations.

GENERATOR GROUP ANNOUNCES SUCCESSFUL EXECUTIVE PLACEMENT

Our client, Standard Insurance was looking for a leader for the Enterprise Architecture team who would drive the overall direction of a world-class technical architecture competency recognized for creating business value by enabling business leaders to make informed technology decisions aligned with enterprise technology strategy. This included providing architectural thought leadership and roadmpapping, being the strategic spokesperson to the architecture organization, articulating the value proposition of enterprise architecture, overseeing applied architecture and contributing to architectural governance.

"Generator Group recently assisted our organization with an executive level search for a tough to locate skill set. Their team exceeded expectation in all phases of this search and presented only candidates that matched the profile that we were desiring," said Michael Korn of Standard Insurance. "From a customer experience standpoint, Generator Group provided timely candidate feedback, thorough interview summaries, and end-to-end recruitment services. I would recommend their group to any organization looking for a dedicated, strategic partner in talent acquisition and management services."

Generator provided a total of 12 qualified candidates. Of those, two were offered the position. Peter Roome accepted the position and started on March 15th, 2010. Peter's most recent enterprise architecture positions were with Merck & Co. where he was Sr. Director, Enterprise Architecture and Sr. Director of Global infrastructure Architecture and Service Design. We welcome him to Portland and wish him great success in his new role.

RECRUITING FOR A RECRUITER

We're looking for a recruiting superstar to join the Generator team. As a full lifecycle recruiter, you will deliver our distinctive recruiting service using an innovative search and selection process based on accountability, performance and results for senior to excutive-level positions.

Beyond just recruiting duties, we're looking for someone who is excited about developing new strategies and creative sourcing techniques to build candidate pools and client relationships.

If this is you, someone you know or a friend of a friend's brother's sister-in-law, let us know! Click [here] to see the full job description and apply.

ABOUT GENERATOR GROUP

Generator Group delivers integrated search, selection, and talent management solutions to support your organization. We employ a proactive approach that starts with understanding your company culture and business strategy. Our clients receive world-class resources and results on par with large global firms, plus the personalized service, communication, and accountability you would expect from a boutique firm.


Helping organizations and people reach their full potential in the technology, consumer products and public transportation industries.		Q1 2010
10TH ANNIVERSARY TRIATHLON This year Generator Group will be celebrating its 10th anniversary! It has taken unyielding strength and endurance to make it through this economy and we're putting it all out on display at the Hagg Lake Triathlon, July 10th, to celebrate. Over the course of the next four months our staff will undergo a rigorous training and diet regime, pitting recruiters vs. recruiters and partners vs. partners in the name of competition. Starting this week, check out our blog for all the insider information, including everything from workout playlists to training updates to the smack talk that has already started.
CLIENT SPOTLIGHT At Generator Group we work with companies across this great nation and two of our most interesting clients happen to reside on the rival coasts: Brooks and Revision. BROOKS Brooks Sports, located in Bothell, WA, is a leading running company that designs and markets a line of high-performance men's and women's running shoes, apparel and accessories in more than 40 countries worldwide. Designed to elevate the running experience, Brooks' advanced stability, cushioning and motion control gear is recognized as the product of choice among runners of all levels. Entirely focused on the run, they are dedicated to inspiring people to run and be active by creating innovative equipment that keeps you running longer, farther and faster. Current searches: Director of Apparel Merchandising The Director of Apparel Merchandising will provide leadership and direction for the Brooks apparel business globally. The ideal candidate will have a proven track record of success in achieving significant growth while enhancing brand position and contribution margin. Big picture thinking will be essential to stay in front of consumer trends that will lead the category in performance, function, and style. Apparel Product Line Manager The Apparel Product Line Manager will lead product line success from brief to range launch and commercialization. They will propose and brief seasonal assortment plan breadth, depth, price point, target cost, SKU/sales allocation for each category and concept for apparel and accessories around a strategy set by Director of Apparel Merchandising. REVISION Revision Military Eyewear protects warriors' eyes by designing, developing and delivering the best purpose-built military eye protection solutions, worldwide. Committed to technological superiority, Revision products deliver the highest standards of protection, optical clarity, durability, compatibility and comfort. As a result, they are the preferred choice by military clients worldwide. Current searches: New Business Opportunities Analyst The New Business Opportunities Analyst is responsible for gathering market intelligence to determine new business opportunities and technologies that Revision should pursue. Product Manager The Product Manager is responsible for product development initiatives liaising with all functional areas within Revision, as well as partner companies, to ensure that the company develops best-in-class products that meet company and customer objectives. This individual manages the product's movement from concept to production.		SWEET SPOTS Our designated "sweetspots" are positions we have recently filled or areas we have built an extensive network around. Below is a snapshot of some of the interesting jobs, or sweetspots, we've worked on. Engaging us on similar searches may enable us to fill similar key positions for you more efficiently. TECHNOLOGY SERVICES Recently Filled: • Architect/Lead .net Engineer, Learning.com • AVP Enterprise Architecture, Standard Insurance Current Searches: • COO, Software Products • .net Tech Lead, Software Products CONSUMER PRODUCTS Recently Filled: • Procurement Manager, Castor & Pollux • Innovation Project Engineer, Brooks Running Current Searches: • Women's Athletic Wear Developer • Developer/Product Manager, Hard Goods • Eyewear/protective Gear Product Manager • Sr. Technical Apparel Designer • Director of Merchandising, Performance Apparel • Product Line Manager, Performance Apparel • Marketing Manager, Sporting Goods • Sales Director, Sporting Goods • Product Development Manager, Hard Goods

JUST READ THE WIKI Elaine Lees, our VP of Talent Management, has recently become a regular contributor for SNEWS and will be featured in Talent Management Magazine. Here's a sneak peak of her article "Just Read the Wiki." With the constant churning of the economy, especially as it creeps back, employers are faced with the difficulties of watching knowledge walk right out the front door. The current methods of capturing or sharing knowledge are focused on onboarding programs, mentoring, and policy documentation. But the results have been just so-so. The new wave of social platforms and Enterprise 2.0 software promise big changes in the way companies collaborate, learn, and share knowledge. But, as with all things new, these come with their own sets of challenges. When it comes down to it, technology is the enabler, not the solution. Companies must build a culture that promotes collaboration and sharing around the software. Look for this article in the June issue of Talent Management Magazine to read more on specific problems and solutions.
ELEMENTS OF EVALUATING TEAM PERFORMANCE by Enrique Washington The pressures of competition, meeting customer needs, and increasing productivity are just a few reasons that organizations approach and accomplish work in a team environment. The development of appropriate and relevant methods for appraising the performance of individuals working in teams and performance of teams as a unit are critical for organizational success. While these methods should focus on the desired behaviors for the team as a whole, it is important to differentiate between behaviors relevant to individual team members and behaviors relevant to team performance. A successful team-based performance appraisal system will define and use appropriate performance measures and will incorporate useful approaches to assess team performance that include: direct measures of outcomes, multisource assessment and integrated assessments of objectives. Finally, communication is necessary to ensure clear performance expectations. Click here to read the full article and recommendations.
GENERATOR GROUP ANNOUNCES SUCCESSFUL EXECUTIVE PLACEMENT Our client, Standard Insurance was looking for a leader for the Enterprise Architecture team who would drive the overall direction of a world-class technical architecture competency recognized for creating business value by enabling business leaders to make informed technology decisions aligned with enterprise technology strategy. This included providing architectural thought leadership and roadmpapping, being the strategic spokesperson to the architecture organization, articulating the value proposition of enterprise architecture, overseeing applied architecture and contributing to architectural governance. "Generator Group recently assisted our organization with an executive level search for a tough to locate skill set. Their team exceeded expectation in all phases of this search and presented only candidates that matched the profile that we were desiring," said Michael Korn of Standard Insurance. "From a customer experience standpoint, Generator Group provided timely candidate feedback, thorough interview summaries, and end-to-end recruitment services. I would recommend their group to any organization looking for a dedicated, strategic partner in talent acquisition and management services." Generator provided a total of 12 qualified candidates. Of those, two were offered the position. Peter Roome accepted the position and started on March 15th, 2010. Peter's most recent enterprise architecture positions were with Merck & Co. where he was Sr. Director, Enterprise Architecture and Sr. Director of Global infrastructure Architecture and Service Design. We welcome him to Portland and wish him great success in his new role.
RECRUITING FOR A RECRUITER We're looking for a recruiting superstar to join the Generator team. As a full lifecycle recruiter, you will deliver our distinctive recruiting service using an innovative search and selection process based on accountability, performance and results for senior to excutive-level positions. Beyond just recruiting duties, we're looking for someone who is excited about developing new strategies and creative sourcing techniques to build candidate pools and client relationships. If this is you, someone you know or a friend of a friend's brother's sister-in-law, let us know! Click [here] to see the full job description and apply.	ABOUT GENERATOR GROUP Generator Group delivers integrated search, selection, and talent management solutions to support your organization. We employ a proactive approach that starts with understanding your company culture and business strategy. Our clients receive world-class resources and results on par with large global firms, plus the personalized service, communication, and accountability you would expect from a boutique firm. Read more on our website.
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