Barbara Cohen Farber, Executive Director for LLoyd Admin Talent, Named to the Board of Directors for the Moxxie Mentoring Foundation



Barbara Cohen Farber, a well-known Talent Acquisitions Specialist in the Long Island (NY) region was recently elected to serve as a Board Member for the Moxxie Mentoring Foundation, a non-profit foundation that works toward mentoring young women on Long Island. The Moxxie Network is a business community comprised of high achievers who provide resources, connections and experiential knowledge to peers. Their Mission is to create a continuum of support for women as they work their way through life.

Barbara first became affiliated with Moxxie three years ago and her support for the organization continued to grow as she shared its vision and goals. A long-time member of the staffing and employment industry, Barbara’s career in recruitment and search began more than 30 years ago, the last 17 spent at LLoyd placing administrative and executive admin talent in the organization’s Support Community. Prior to joining LLoyd, she served as Director of Staffing and Director of Training and Development for 15 years at a large national staffing firm based in Manhattan. During her extensive career in the staffing industry, Barbara has helped thousands of individuals find satisfying employment, in addition to the millions that she has coached. She continues to stay in touch with clients and candidates alike amassing one of the largest qualified candidate pipelines in the industry. Barbara’s expertise is sought by clients for her talent in finding the precise skill sets, backgrounds, and most of all, a strong cultural fit that is essential to the right connection between candidate and employer. Her goal is to be an extension of her clients’ Human Resources department and to help increase their overall productivity.

Barbara has consistently demonstrated an outstanding commitment to the development of the Long Island workforce and Human Resources Community. As an active member of the Society of Human Resource Management (SHRM) – Long Island Chapter, she was a member of the Workforce Readiness Committee, and currently serves on the Membership Committee. She regularly volunteers to share her expertise with high school and college students through group presentations, career fairs and mock interviews. She’s been interviewed by the Wall Street Journal and has appeared multiple times on WebTV. An active member of the Moxxie Network and the Moxxie Foundation, she volunteered to be a Jr Moxxie Mentor. She enjoys coaching students in LLoyd’s internship program who are planning to pursue HR, Business or Recruiting careers. Barbara received her Bachelor’s degree from SUNY Oneonta in Business Economics, with a minor in Business Communications. In 2010 she was honored by Long Island Business News with the “50 around 50” award in recognition of outstanding achievements, leadership and contributions to Long Island.

Leveraging Your Employer Brand for Effective Recruitment


Your employer brand is one of your most important recruitment weapons!
In today’s world, a candidate equals a customer. The same attention to detail given to the customer experience should be given to the candidate experience – we are a culture that has come to rely on referrals, reviews and social feedback. By paying attention to your employer brand you are potentially saving on recruiting costs and increasing employee retention. An engaged workforce equals satisfaction, lowers turnover and optimizes productivity.
75% of job seekers consider an employer’s brand before they apply for a position.
To evaluate that brand 62% of candidates typically visit social media channels to gain insight into a company’s culture. Every current employee of your firm should be considered BRAND AMBASSADORS for Talent. They share your company messages, blogs and posts on their personal LinkedIn pages and they often participate in company sites on Instagram, Facebook and Twitter.

To leverage your recruitment brand, think about your online job postings. Just like real estate, a house on the market too long grows stale. Everyone has seen that house posting (for sale sign), there must be something wrong with it – buyers lose interest. Refresh your posts regularly! Invest time in rewriting, think about how you want to BRAND your organization – your mission, culture and approach to work. Put your heads together and think about the market (the candidate audience) you want to attract. By building a talent community, you are building your hiring pipeline – your “bench” of future players.

Read your own Reviews – what do candidates say about you on places such as Facebook, Glassdoor, Indeed, Vault, Great Place to Work, and the Job Crowd. A candidate is always looking for a recruitment message and perceptions that align with their own values and the company culture they seek.

Think about ROLES, not the position. What is the essence of the role? For example, what does a Customer Service Rep spot mean in your organization? Job titles and their responsibilities can sound the same, but can be very different between employers. What do you want to the roles to be, what skills are truly needed? Always TRAIN UP. Go for intelligence and willingness to learn, grow, do – versus key words on a resume.
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Know your customers, both external and internal. What kind of culture are you building? How does everyone interact? What are the relationships like between you and clients, candidates, vendors? All of these components comprise your employer brand.

If you are recruiting for an area where there is a skills gap – you may need to provide training to attract and retain talent when skills are lacking. Also, when possible hire 3 for 1 – meaning you to the Hall of Fame batting 300. Odds at certain levels are that one will leave, one you won’t want and one will be a star. Maximize your training time and resources. If you are training one person, you might as well train three – again, think ROI.

You must creative a positive culture. Studies show that culture can matter even more than compensation. People leave jobs once they become consistently disengaged.

By 2020, close to 40% of the workforce will be part of the “gig” economy….and then we’ll say welcome to Generation Z! They have been called the “Homeland Generation” and are largely defined by a post 9/11 birthdate. Experts say businesses should start to double down now on give-back cultures where employees feel a shared sense of purpose with their work and the community. This group is supposedly considered easier and more mature than millennials – only time will tell!

How We Spent Our Summer Vacation…

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Need to hire?  Visit FIND TALENT

Need to change or find a job?  Visit FIND WORK

A Culture of Cooks

With summer coming to a close, many people have gardens overflowing with the vegetables they’ve worked so hard to grow over the past few months.

We find that at LLoyd we have a mix of gardeners and chefs – there must be some relationship to finetuning and putting ingredients together the same way there is to effectively matching talent and employers.

Our “culture of cooks” works for us and allows our staff to engage in friendships that strengthen the bond between colleagues.

Certainly, the three LLoydsters shown here who collectively have over 75 years at LLoyd, have been a huge part of our company’s sustainability and level of performance over the years.  (By, the way we are in HIRING mode right now and have several excellent opportunities for those interested in a recruitment industry career.)

They offer up three of their favorite recipes for summer bounty.

Thank you to Donna Caputo, Susan King and Joanne Cossentino for your commitment to LLoyd and your contributions to our palette!

LLoyd Foodies

Click the image for a larger version of their recipes.