Bob Miano's Blog

An Executive journal

The business of jobs

I was recently interviewed on Executive Leaders Radio, the #1 business station in the Mid-Atlantic region. We talked about the IT recruitment industry, how Harvey Nash USA has evolved in the last few years and the business of jobs.

For me, this interview was a reminder of why I developed a passion for IT recruitment and Harvey Nash; because the business of jobs is really about people.

Harvey Nash placed 10,000 technology professionals in full-time and contract positions last year for hundreds of clients from start-ups to enterprise companies. Having spoken with many of the hiring managers, I feel confident in saying that without fail, having the right people in the right jobs is critical to business success. 

As a hiring manager, you've most certainly asked yourself on more than one occasion: "What does the 'right' talent look like and how do I recruit and nurture those people once I have found them?" I can empathize with this question as it is one I often ask myself when we are seeking managers, business developers and recruiters to come and work for Harvey Nash.

It goes without saying that Harvey Nash can help companies wrestling with these questions bringing to bear our experience and expertise in finding and recruiting tech talent, as well as an outside perspective which I find helps break up the natural bias your company may have toward certain individuals. Naturally though, the answers to finding the right tech professionals, retaining and advancing them will vary by company and by individual. That said, I've narrowed in on a few "ah-ha's" that inform Harvey Nash's hiring decisions and I believe will resonate with all managers looking to hire their next resource.   

1. Home is where an individual's foundation starts: We all bring parts of our other selves to work every day. As a CEO I'm also a father, a husband, a grandfather and a brother. I know the lessons I learned from my father and admire most--approaching situations analytically and being willing to discuss both sides of an issue--infiltrate my daily professional interactions. The talent we recruit, whether it's for Harvey Nash or on behalf of our clients, will have their own models. This is why we get to know people not just professionally, but personally as well. We know the right talent use their experiences from home to shape positive relationships at work.

2. Diversity supercharges teams: Good leaders surround themselves with people who are different from themselves. At Harvey Nash, our people are as diverse as the clients they serve. Being a leader is difficult, but it is made easier when you have recruited a talented group of diverse people. Be purposeful in looking for people who are not like you and excel where your shortcomings fall.

3. Living by the Golden Rule: Do unto others as you would have them do unto you. This is a lesson I learned from my grandmother. It has been a motto that I have lived by and something we apply in working with every employee. We work hard to create a nurturing environment that is actively set-up to mentor, coach and train our staff. We also look for people who share this philosophy when recruiting talent in our own organization. Individual growth and success is important, but not at the expense of Harvey Nash or our clients' accomplishments.

4.  A sense of urgency: I believe there is a strong correlation between results and the effort you put into something. That is why work ethic, and moreover, a sense of urgency are two staples you will find throughout individuals at Harvey Nash. I equate a sense of urgency to getting things done. You can kick a soccer ball around the field all day long, but the goal is to score. A desire for measureable results is what permeates our organization and sets us apart from our competition.

Harvey Nash is an IT recruitment industry leader and at the end of the day our business is jobs. Bookending our success and the success of our clients however, is the power of our talent. Hiring, recruiting and retaining the "right" people isn't easy, but a personal reflection of your own convictions will tell you who will be the best fit for your team.