Global HR community, Changeboard.com, frequently features industry leaders in the website’s career profile series. This week, Changeboard profiled Jane Bilcock, Pinstripe & Ochre House Executive Vice President and Chief Executive Human Resources Officer (CHRO).
Among other items, Jane—who has 23 years of experience in the HR field—discusses her role with Pinstripe & Ochre House, the challenges, and offers advice to those looking to be where she is now: “Do something you feel passionate about. Life’s too short to do something that doesn’t excite you.”
Excerpts from the article:
On what’s most rewarding about the CHRO role:
“The most rewarding part of my job is finding innovative ways to optimize growth via our talented team of people.”
On the most challenging aspects of the CHRO role:
“The most challenging part of my role is growing fast as a global business without losing our essential entrepreneurial spirit.”
On why she chose Pinstripe & Ochre House:
“It’s a great – and fun – company. It has fast growth, and [Pinstripe & Ochre House] is a global business.”
On the skills most integral to succeeding in the CHRO role:
“For this role, you need a blend of strategic thinking and hands-on pragmatism, the ability to focus and deliver, considerable energy, and a constant passion to add value for our customers.”
On the best career advice she has received:
“When you’re in your 20s and 30s, you’re more about learning. After that, you’re more about giving, so work somewhere that is fertile ground for what you have to offer and who you are.”
For access to Changeboard’s full profile of Jane Bilcock, visit:
Global research and analyst firm, Brandon Hall Group, recently visited Pinstripe & Ochre House to evaluate the organization’s “unique approach to Recruitment Process Outsourcing (RPO).” Specifically, Talent Acquisition Analyst, Kyle Lagunas, sought to connect the dots between today’s hiring challenges and the rise in strategic talent partnerships.
In Kyle’s recap of the visit, Pinstripe & Ochre House Connects the Dots with High-Touch Talent Acquisition Process, he voices his belief that RPO solutions rarely “sit at the forefront of innovation”—but in the case of Pinstripe & Ochre House, there is evident exception.
Excerpts from the article:
“I flew to Milwaukee earlier this week to visit the folks at Pinstripe & Ochre House and learn more about their unique approach to recruitment process outsourcing (RPO) … I say unique because, though RPO solution providers can be powerful allies in talent strategy, they rarely sit at the forefront of innovation in talent acquisition processes.
Thirty minutes into my meeting with Pinstripe & Ochre House, it was evident that they were an exception. While many hiring organizations today are still taking a highly transactional approach to recruiting, it was encouraging to see them building a narrative of holistic talent acquisition – wherein candidate experience was as important as client experience and business results.
I spent the morning on a guided tour of the office, meeting recruiters, team leads, and directors alike – each with something to show me, each connecting one more dot to create a compelling picture of Pinstripe & Ochre House’s innovative approach to RPO. And I don’t use the word “innovative” lightly. A few quick facts that jumped out at me:
- Pinstripe started using video interviewing technology in 2009, long before it began its recent rise in popularity.
- Their HQ houses their Impressions Center – a team dedicated to high-touch candidate experience for clients, fielding candidate questions big and small, with a 96% first-call resolution rate.
- Their Talent Relationship Management (TRM) platform features top-notch technology, and supports many of the exceptional sourcing and hiring capabilities that Pinstripe & Ochre House recruiters are trained in.
- Their dedication to innovation and excellence manifests in bi-weekly training courses available to all employees.
For access to Kyle’s complete evaluation, visit:
Brookfield, WI (March 12, 2014) – Pinstripe Healthcare, under the leadership of President Jill Schwieters, announced today it is a gold-level sponsor of the Women Business Leaders (WBL) of the U.S. Health Care Industry Foundation and WBL’s 13th Annual Summit held March 12-14 in Scottsdale, AZ. Pinstripe Healthcare has been an ongoing sponsor of WBL since 2010.
The WBL Summit will be a peer gathering of more than 180 Board members, CEOs, and other senior executive women from the $3 trillion healthcare industry. The three day event will be a forum for cross-industry dialogue to help these senior leaders study misalignment and the often-competing demands of their industry. The Summit also focuses on increasing visibility for senior executive women from the health care industry for board of director and CEO positions with companies across the entire U.S. economy.
“The cross-industry learning and networking the Summit provides for executive women is unparalleled,” said Jill Schwieters, a longtime member of the organization and advisory board member. “The Summit brings together a perfect combination of healthcare executives from across the industry to discuss and solve the challenges facing healthcare today.”
Other sponsors of the Summit include: UnitedHealthGroup, Deloitte, McKesson, Medecision, Catholic Health Initiatives, DST Health Solutions, MintzLevin, Navigant, Allen & Shariff, Aveus, Blue Cross Blue Shield of Louisiana, CareView Communications, Centene Corporation, CIGNA, GlaxoSmithKline, Healthcare Leadership Council, Norton Rose Fulbright, Physicians Pharmacy Alliance, TEAMHealth, Theravance, Inc., Trustmark Companies, ValueOptions, WellPoint, HealthHelp, Herman Miller Healthcare, LockeLord LLP, FSR, Medsolutions, Morgan Stanley, and founding sponsor EpsteinBeckerGreen.
For more information about the WBL Summit, visit www.wblsummit.org.
About Pinstripe & Ochre House
Pinstripe & Ochre House is the world’s largest independent provider of strategic talent acquisition and management solutions. U.S.-based Pinstripe and UK-based Ochre House combined in July 2013, bringing together expertise and dedication to quality service that will change the way the world views talent. Pinstripe & Ochre House's combined global presence includes more than 800 employees, serving 88 clients across 55 countries in 26 languages. This footprint includes Pinstripe Healthcare and two leading strategic resourcing firms in the Middle East and North Africa, TAAHEED and Carmichael Fisher Executive Search. Together, we provide customized talent acquisition and management solutions to the healthcare, advanced manufacturing, financial services, life sciences and technology industries. For more information, visit ochrehouse.pinstripe.com.
The Women Business Leaders of the U.S. Health Care Industry Foundation™ is a 501(c)(3) non-profit organization comprised of a network of more than 3,000 senior executive women and women board members in the WBL network. WBL crosses silos and is a place for women on the executive teams of insurance, hospitals, life sciences, and other types of health care companies to have honest conversations about their industry. The mission of WBL is to connect and convene senior executive women from across the health care industry to create meaningful cross-sector relationships, expand their leadership, and harness their collective power to improve the industry. To learn more, visit wbl.org.
Pinstripe & Ochre House CEO, Sue Marks, was spotlighted in a recent editorial from Inc.com. The article, 7 Ways to Cut Your Turnover Costs and Boost Morale, explores the benefits of strategic recruitment and, most notably, recruitment prevention. According to Sue, 70% of recruitment is unnecessary; she shares insight into how organizations can avoid “wasting time and energy" on innefective recruitment.
Excerpts from the article:
Use external recruiters that keep their promises. How does a recruiter grow her business? Through adding new clients, and increasing the number of hires with their current clients. The latter is a sign that a recruiter isn't hiring focused on your business needs. Good recruiters should mean that your need for recruiters drops. "If we're doing our job, hiring goes down," says Marks says of Pinstripe & Ochre House. "We should, over time, see the number of hires go down given a constant business environment. Most of our competitors like screwed up companies because the more screwed up you are the more money you make."
Don't hire for who people are, but for who they can become. "We hire people for what they've done. And then six months later, we fire them for who they are." Too much focus on the resume and strict requirements, means that you get someone who can do X, but may not meet your company's needs in the future.
Identify your current star employees. Marks always asks clients, who are your star employees, and what is it about them that make them such great employees at your company? And then you get consistency of four or five people. Once you've identified those people, identify their characteristics, and use those characteristics as your guideline for your next hires. If you haven't identified what makes someone a star, how will you know enough to hire the next star?
For access to the full article and complete list of seven “tips,” visit:
In Chief Executive latest CEO Brief Newsletter, the online publication profiled Pinstripe & Ochre House and CEO Sue Marks. The article, Recruiter “Faces” Talent for Big Companies Worldwide, explores the organization’s decade-long journey toward becoming a worldwide leader in the arena of talent acquisition and strategic management solutions.
Excerpts from the article:
Susan Marks has undergone a number of transitions in her decades as a staffing-industry entrepreneur. And they have brought her to this point: Pinstripe & Ochre House, of which she is CEO, has become the world’s largest independent provider of global talent acquisition and “strategic-management solutions” for other brands.
Headquartered in Brookfield, Wis., the $105-million Recruitment Process Outsourcing (RPO) specialist deploys dedicated teams of staffers who operate as the corporate-recruiting department for their client brands, which range from Bristol-Myers Squibb to Citibank to AT&T to Agilent Technologies. The combination of Pinstripe and UK-based Ochre House last year created a company with about 900 employees serving 88 clients in 43 countries around the world.
“Before, there were clients we serviced in North America and Ochre House serviced in Europe,” Marks said. “But we realized that isn’t the way customers preferred to buy services, and that was becoming increasingly so.”
The stumbling global economy has raised the stakes for what her company does for their clients, she said.
“I’m very bullish on what we do and on the importance of talent in the domestic and global economy,” Marks said. “It’s never been harder to be a leader today in that regard and figuring out how you have the right people to compete for the next 10 years … We want to make sure our clients reduce their turnover and hire fewer, better people.”
For access to the full profile, visit:
BROOKFIELD, WI – February 24, 2014 – Pinstripe & Ochre House, the largest independent provider of global talent acquisition and strategic talent management solutions, today announced its ranking as a leader in NelsonHall’s 2013 NEAT vendor evaluation for RPO. Pinstripe & Ochre House was classified as a leader in RPO for its ability to deliver immediate benefits and to meet future client requirements.
“This recognition is a tribute to our teams of dedicated experts who truly understand our clients’ business strategies and fully integrate themselves as trusted partners,” said Sue Marks, CEO of Pinstripe & Ochre House. “In today’s increasingly complex talent market, finding the right people plays an essential role in our clients’ ability to gain a competitive advantage globally and we are honored each day to be a foundational part of their continued success.”
“The quest for top talent is now borderless. This research by NelsonHall provides further evidence that employers are placing increasing value on agile talent acquisition programs designed to identify the right people, when or even before they are needed, locally or from across the globe,” added Chris Herrmannsen, Executive Vice President at Pinstripe & Ochre House.
NEAT is NelsonHall’s vendor evaluation and assessment tool, a method by which sourcing managers can strategically evaluate vendors at the onset of the screening process. Positioning as a “leader” is based on a combination of analyst assessments, primarily around measurements of the ability to deliver immediate benefit; and feedback from interviewing of vendor clients, primarily through measurements of levels of partnership and ability to meet future customer requirements.
Since Pinstripe & Ochre House joined forces in July of 2013, its success has been recognized industry-wide. The company was awarded a top three ranking on HRO Today’s annual “Baker’s Dozen” list of global RPO firms, marking the firm’s highest ranking ever. In addition, Pinstripe & Ochre House was honored with the 2013 North America and EMEA Recruitment Customer Partnership of the Year awards by the HROA.
About Pinstripe & Ochre House
Pinstripe & Ochre House is the world’s largest independent provider of Recruitment Process Outsourcing (RPO) and strategic talent management solutions. U.S.-based Pinstripe and UK-based Ochre House combined in July 2013, bringing together expertise and dedication to quality service that will change the way the world views talent. Pinstripe & Ochre House's combined global presence includes more than 800 employees, serving 88 clients across 55 countries in 26 languages. This footprint includes Ochre House’s 2012 acquisition of two leading strategic resourcing firms in the Middle East and North Africa, TAAHEED and Carmichael Fisher. Together, we provide customized talent acquisition and management solutions to the healthcare, advanced manufacturing, financial services, life sciences and technology industries. For more information, visit: ochrehouse.pinstripe.com.
Pinstripe & Ochre House and CEO, Sue Marks
, were featured in the February edition of Workforce Management
magazine. Workforce Management
named Pinstripe & Ochre House to its Recruitment Process Outsourcing (RPO) Providers Hot List
, commending the provider’s ability to supply a blended workforce solution and the number of current end-to-end recruitment partnerships, among other factors. Sue was featured in the accompanying editorial.
The article, RPO Is On the GO, attributes growth of talent partnerships to the recovering economy, the rise of social media and mobile technologies, and ultimately the “evolution” of RPO providers. As Sue explains, Pinstripe & Ochre House’s industry-specific model provides a greater understanding of each industry, as well as the capability to engage candidates on a deeper level than generalist recruiters.
Excerpts from the article:
On social media and mobile technologies:
Sue Marks, CEO of Pinstripe & Ochre House, a global RPO and strategic talent management provider based in Milwaukee, said technological advances resemble marketing and advertising because of how complicated it has become to sell positions to busy job candidates.
“It’s not just about having a firm help you post jobs on Twitter; it is much more complex. It is much more like a highly technical advertising and marketing program now, Marks said. “You know, it’s quite easy to find almost everybody, but how do you really engage them? Over time, that’s how you recruit the best candidates.”
On sector specialization:
Industry experts say some RPO firms have started specializing in recruiting for certain sectors of the economy … Pinstripe & Ochre House, for instance, focuses on services in addition to the healthcare and manufacturing technology industries, which are two sectors that have been growing rapidly in the United States.
“With health reform, everybody is in a state of flux right now. But there are significant pockets of high demand and low supply in all of the healthcare professions, whether it’s nursing, therapies, radiology—all the way up to physicians,” Marks said.
While there may be high demand but low supply in the healthcare industry, specializing in that field, in part, allows Pinstripe & Ochre House to be more successful at finding qualified candidates, Marks said. By having a greater understanding of the industry, recruiters are more likely to engage a job candidate on a higher level than a recruiter who is more of a generalist.
For access to the full article and RPO Providers Hot List, visit:
Pinstripe & Ochre House Executive Vice President, Angela Hills, was featured this week in an editorial published by HR Executive Online. The article, An HR Exodus?, highlights the growing confidence in the HR job market—37% of HR professionals plan to seek new employment this year—and what this means to the industry, job seekers and employers in 2014.
As Angela explains, HR professionals need to recognize that employers are demanding more strategic, diverse skill sets. Conversely, employers need to recognize the importance of retaining their best HR talent, especially as confidence in the job market continues to rise.
Excerpts from the article:
Angela Hills, Executive Vice President of Pinstripe & Ochre House, a Brookfield, Wis.-based global talent-acquisition RPO firm, agreed the emerging lift in the U.S. economy has HR pros feeling more optimistic. After all, she adds, HR was one of the first areas cut during the economic downturn. So it makes sense that optimism should return with economic good news.
This time, she warns, HR professionals should consider that the many new openings will focus on a demand for different HR skill sets, those that fall into the more strategic mode.
"We see with both U.S. and global employers that there is much HR transformation work happening," she says. "Many HR organizations are going through the effort to change the way they do their work, with the focus on the business partner model and not the more traditional general HR function of the past."
In talking to executives across several markets and industries, there will be an increase in the demand for new HR talent, she says, while in a few others—healthcare, for example—there will be restraint.
"If a person truly can operate as a strategic business partner, there will be jobs," she says. "The problems with getting those new jobs are for folks in the HR generalist category."
With the possibility of HR professionals testing the job change water, it's especially important to keep your best HR talent, adds Hills. HR leaders must be able to create an environment where people who choose to be in HR can grow and learn with the business.
For access to the full article, visit:
Houston, TX – January 29, 2014 – Today, Ashley Gougè, Vice President of Client Development for Pinstripe Healthcare, the leader in talent solutions for the healthcare industry, and Rob Brinkerhoff, SPHR, CCP, CBP, Corporate Director, Human Resources Operations for Palmetto Health, will present Mission Possible: Palmetto Health Talent Transformation at the 2014 People in Health Care Talent Management Summit in Houston, Texas, presented by Talent Management Alliance.
The case study presentation will follow the first six months of the partnership between Pinstripe Healthcare and Palmetto Health, a prominent health system located in Columbia, South Carolina.
Palmetto Health’s HR function, led by Brinkerhoff, is on a mission to be more strategic and proactive to support the organization’s quality and patient care goals. Palmetto Health selected Pinstripe Healthcare to initiate transformational change and integrate best practices across the health system. Leveraging its deep healthcare knowledge, Pinstripe Healthcare supports the attraction, acquisition and onboarding of all non-physician hires for the health system comprised of nearly 9,000 employees. Pinstripe Healthcare also handles a tailored exit management process, providing a full-cycle Recruitment Process Outsourcing (RPO) partnership, including all hiring for the opening of Palmetto Health’s new Parkridge facility scheduled to open in March of 2014.
“Examining our current hiring needs and strategic goals, and the added demands of acquiring quality-driven staff, it was clear that partnering with a consultative talent partner with proven healthcare expertise was the best decision for our health system,” says Brinkerhoff. “After just six short months, our dedicated Pinstripe Healthcare team has proven they can secure the talent we need to continue serving our communities with the highest standard of quality care possible.”
For more information about Pinstripe Healthcare’s presence at People in Health Care Talent Management Summit, or to inquire about having Ashley Gouge speak at your event, please contact Kristen Wright
at (262) 754-5340 or visit www.pinstripehealthcare.com
About People in Health Care Management Summit
This year’s People in Health Care conference will address all the changes your organization is facing in light of reform and their implications on your talent. Discover how you can equip your organization with the right talent and effective leaders in the face of reform. Focused sessions will address HR’s strategic role during these changes, effective leadership at all levels, recruiting for “the new normal,” and tapping into development as a means of engagement. Visit http://the-tma.org/healthcare/ for more details.
About Palmetto Health
Palmetto Health, located in Columbia, South Carolina, is the region's largest, most comprehensive, locally owned, not-for-profit healthcare resource. The 1,138-bed system, a JCAHO-accredited institution, has more than 8,400 employees and 1,000 physicians. The hospitals of Palmetto Health provide care for 70 percent of the residents of Richland County and more than 55 percent of the healthcare for the combined Richland/Lexington county area. Palmetto Health leads the region in the number and volume of inpatient and outpatient services provided because of the depth and breadth of available services including general, acute and critical care; the number and diversity of specialty physicians providing the full array of treatment from primary to emergency care and beyond; care that is delivered with compassion by a staff that records high levels of satisfaction in their work and achieves the highest level of patient satisfaction in the nation; and because of its emphasis on leadership development, patient safety and quality outcomes. All patients are provided needed care regardless of ability to pay. More information can be found on the company’s website at: www.palmettohealth.org
Dubai, UAE – January 27, 2014 – Carmichael Fisher, the largest executive search firm in the Middle East and North Africa region, today announced its participation in Arab Health 2014, the leading health and medical trade show in the Middle East. Taking place from 27-30 January, the conference will be held at Dubai's International Convention & Exhibition Center, and features exhibitors from 64 countries around the globe. Arab Health draws attendees from regions such as Europe, Asia, North Africa and the Middle East.
As a gold level sponsor, Carmichael Fisher will be presenting the award for “Outstanding Contribution of An Individual to the Middle East Healthcare Industry,” and hosting a full day of seminars on 29 January, including the topic Quality and Access to Care: The Talent Agenda in the Middle East. Designed exclusively for Healthcare leaders, the panel discussion will tackle some of the industry’s most pressing talent and care issues surrounding attraction, recruitment and retention across the Middle East. Due to the importance of the topic, Carmichael Fisher is covering 100% of the costs for the workshop and there is no charge for attendees.
“The healthcare industry is undergoing a massive expansion. We are excited to be among Arab Health’s international sponsors and exhibitors as we work to shape the future of care in the Middle East,” said Craig Pointon, executive vice president of Pinstripe & Ochre House and managing director at Carmichael Fisher Executive Search. “There is a growing demand for top healthcare professionals and our goal at this year’s conference is to educate attendees on the critical issues and create solutions for their most complicated talent needs.”
The firm will also be offering a complementary Resourcing Health Check to a limited number attendees. Used by healthcare providers, pharmaceutical and medical device organizations, the Resourcing Health Check is designed to improve all areas of the resourcing function in order to become more efficient, gain greater visibility, find the best people and get the best value.
Carmichael Fisher, TAAHEED and Ochre House combined with Pinstripe in July of 2013 to form the largest independent provider of global Recruitment Process Outsourcing (RPO) and talent management solutions. Serving world-class organizations in the financial services, healthcare, technology, life sciences and advanced manufacturing industries, the combined company delivers customized, talent-centric solutions that drive business results.
For more information or to register for Carmichael Fisher’s Arab Health seminars, please visit http://bit.ly/1hJYCK0
About Pinstripe & Ochre House
Pinstripe & Ochre House is the world’s largest independent provider of Recruitment Process Outsourcing (RPO) and strategic talent management solutions. U.S.-based Pinstripe and UK-based Ochre House combined in July 2013, bringing together expertise and dedication to quality service that will change the way the world views talent. Pinstripe & Ochre House's combined global presence includes more than 800 employees, serving 88 clients across 55 countries in 26 languages. This footprint includes Ochre House’s 2012 acquisition of two leading strategic resourcing firms in the Middle East and North Africa, TAAHEED and Carmichael Fisher Executive Search. Together, we provide customized talent acquisition and management solutions to the healthcare, advanced manufacturing, financial services, life sciences and technology industries. For more information, visit ochrehouse.pinstripe.com.