Universities & innovative companies show the way for modern HR

Few days remain until the first of the three events of the Santa Monica Job Fair powered by the Santa Monica Chamber of Commerce and the Mayor of Santa Monica Ted Winter starts and already some important facts are becoming obvious. South California Universities and some very innovative companies showed the greater interest, and in some cases officially supported the Private Sector Jobs & Internships event.

Another interesting finding was that companies in sectors that could be described as more “traditional” were reluctant to test Team Plus HR recruiting system that matches potential candidates to specific job openings. There is no doubt that HR is very important and part of the capital of a company. Αbility, experience and knowledge of each employee contribute to the growth and development of the company and talented people can bring an added value to the enterprise.

Experience and instinct of the recruiter are of course indispensable but in most cases the recruiter has limited time to sort through all applications and match the qualifications for each applicant to the specific requirements of the job opening. Thus, it is frequent that some talents are disqualified long before they reach the interview phase. This is where a sophisticated HR recruitment system can make the difference and highlight a possible talent that could be lost as an asset to the company.

Defining talent on experience or education leaves no room for innovation or for genuinity.
We have to promote freedom of expression and intelligent creativity. 
That is what success is all about!

Until now over 500 job seekers have registered for the Santa Monica Private Sector Jobs & Internships event. The level of support from companies and institutions is also growing and now includes Santa Monica College, California Lutheran University, ENKI Technologies, Expert Dojo, General Assembly, Technical Connections, the Santa Monica Place and more.

With Brian MacMahon – ExpertDojo

If you live close to Santa Monica and interested there is still time to register. For more information and online registration you can visit


Recruiting a Talent

There are many trying to reach a talent and many trying to reach a recruiter.

It seems there is a serious disconnection starting with the needs ending to the fulfillment of the job opening. It comes down to a simple question:


For some time I was pondering how to bridge that gap. The answer is simple. We keep forgetting that it’s all about human relationships. Honesty, Trust and Dream should be re-establisshed.

If the candidate does not really say what they want to the employer and vice versa if they assume that the deal is not correct and it’s a temporary job or a step job, if they do not share the same dream, how can they bot expect to have a successful business relationship?

On your next interview start with a simple question and all will run smoothly:

Who are you and what do you really want to achieve? 


5th P in Marketing: People

This article is about the 5th P in Marketing: People. We believe that a successful company depends, first of all, on its leader. However, this leader cannot be self-appointed, s/he becomes a leader because there are individuals who decide that part of their path is to follow the direction of the leader.

HR represent part of the capital of the company, an investment that brings many benefits. The abilities, experience and knowledge of each employee contribute to the growth and development of the company. Talented people can bring a added value to the enterprise.

Briefly, the value of human resources consist of:

  • knowledge (theoretical knowledge),
  • skills (eg. ability to use a computer program);
  • experience;
  • attitudes (eg. commitment, pro-activity);
  • belief in the company and its leadership.

The way human resources are managed is very important. Competent and effective management can bring plenty of advantages to the company.

Human Resources Management involves the establishment and execution policies, programs and procedures that influence the performance, capabilities and loyalty of the employees of an organization. Individuals are attracted, retained, motivated and developed to perform the work of the organization through these policies and procedures” (Clardy 1996)

In other words, human resource management is a strategic and coherent approach to the management of the company’s most valuable asset, its employees. In those terms, the staff is a major force in the organization, because it contributes individually and collectively to the implementation of company’s strategy and objectives.

Such management includes: employment, professional & personal development, motivation and creation of appropriate relations between management and workers. HR management also supports the efforts of the company towards the use of abilities, skills and talents of employees and to retain the best employees, by enabling them continuous improvement of their qualifications and provision of salary adjusted to their achievements. The purpose of HR management is to enable company to achieve success through/thanks to people employed in it.

“A highly effective HR system is one that emphasizes staff performance in every aspect of the system, is internally consistent, and perhaps most importantly is aligned with the strategy of the organization.”

A company with a highly qualified and constantly learning staff is more likely to achieve higher returns than the competition, where workers are less able to develop. Accordingly, the employees are the most valuable resource, which increases the competitiveness of the company. Therefore it is important to continuously improve their skills. The investment in “human resources”, although it
is generally expensive, at the same time is highly profitable.

“HR is a strategic asset because it can play a critical role in both strategy implementation and management systems. Namely, the ability to execute strategy well is a source of competitive advantage, and “people” are the linchpin of effective strategy execution.” (Becker, Huselid & Ulrich 2001).

Forms and methods of improving staff should be tailored to the needs of a particular group or each individual employee, scale of operations and organizational solutions established in the company. The most common improvement method is training. The improvement process can be considered as a part of company’s incentive system, as employees often treat training as a reward or opportunity for professional development.  Continuous development of qualifications is also a task for the employees who, through their own progress support their company and increase its competitiveness on the market.