Tag: Learning


Creating your Personal Brand as an Executive

The creation of an Executive Resume or LinkedIn Profile succinctly may not have been needed in the past, however, when opportunity knocks, it is best to be prepared and relevant. The process to obtain a C-Suite position requires specific innovative and strategic thinking by integrating technology and emphasizing on a strong personal brand.

While an Executive Resume may have been sufficient to land a new position a few years ago, in today’s modern age, it takes more effort than just quantitatively updating career accomplishments and community contributions. In most recruiting cases, there is significant weight placed on social branding.

Executives with an online social networking presence tend to be noticed more over than the traditional job search. Your profile should include strategic accomplishments, leadership qualities, and a proven track record of success in managing complex business initiatives. Establishing the proper brand is most important to ensure a clear message across all professional and social channels.

By identifying an appropriate and desirable value proposition that supports the business initiatives, this will allow your social profile to capture the desired audience. In many instances, this identification and establishment of developing a professional online profile can often be established through experienced professionals.

Once your online brand has been established, it is time to portray who you are and consistently focus on your futuristic career goals and what you set to accomplish as an executive leader.

 

Creating a Recruitment Talent Campaign

 

When trying to attract top talent, the vacant position must stand out amongst the clutter of other eligible opportunities. Establishing a talent recruitment campaign allows both employers and employees to actively align goals and interests in a cultivating way.

Setting clear and measurable goals can be a great start when creating any recruitment campaign. Asking questions like “How many people do we want this to reach?” or “By what margin do we want to increase our overall audience?” allows for quantifiable marks to be set and evaluated throughout the process. When objectives and the end goal is understood, it determines the success built before and achieved after recruitment.

Determining the audience should be the second part of the campaign. It is important to develop a unique communicative platform through company culture videos, social media promotions, evaluating and reviewing glass door reviews and provide community-related blog posts. This will allow prospective candidates to evaluate the value proposition of the company and be the center of any talent recruitment practice.

While those platforms should exhibit the culture, they should also integrate a call to action. A call to action clearly separates the recruiting pool from those that are curious and those that are serious. It should be visible on all facets of communication with potential employees and should be direct and explanatory – providing further insight or action to those that interact.

Talent campaigns are meant to be unique to the position or organization. While every business may be using the same platform to get their message across, influencing those platforms to align with the goals that were initially established will provide recruits with an understanding of what the company has to offer and how they will be part of the success, and significant contributions to the future of the organization.

Should Succession Planning be on your Company Agenda?

As the structure of an organization matures and employees begin to mature and transition from their initial roles, succession planning becomes a key piece in ensuring the organization will continue to run smoothly.

Be proactive in outlining a succession plan that works best for the culture of the company. Set aside adequate time to identify the key traits needed for another leader to fill the soon-to-be vacant position. Even if a transition is not expected immediately, proper timing and planning make a difference in the midst of any occupational shift.

In the spirit of timing, this offers an excellent opportunity to provide training to other employees that may be interested in leadership roles down the road or perform trail runs for potential candidates whom may be closer to the level of accepting more responsibility. Opening up the chance for employees to actively seek leadership roles and identifying top performers, organizations pave a greater road towards smoother transitions.

Through training and vetting, it is important to relay the shared vision of the organization. Engaging in transparent strategic conversations will not only help develop a greater vision for future success inter-departmentally but it will also magnify the strengths of top-performers.

Once an internal succession structure is identified, the process should be mirrored and appropriately transitioned to fit the hiring strategy, establishing the traits valued in top-leadership parallels that of new additions.

The Advantages of Job Shadowing

Having the opportunity to shadow senior leadership when beginning a career or transitioning to a new position provides countless benefits, specifically, the resources and skillsets that are available in a shortened timeframe. But, why choose shadowing versus another on-boarding system when welcoming a new employee?

Shadowing is most important when the position is best learned through seeing or doing. The new hire is able to take in a plethora of information that, if trained through a different method, might be overlooked or not mentioned. It provides a “hands-on” approach to a position that may require a “hands-on” mindset.

The ability to learn firsthand from leaders who have forged their own path to success is second to none. The time spent with senior employees opens to the door to understand the ins and outs of the company culture, fine-tune and continue to develop professionally, and gain expert insights into the business. Shadowing also expedites the on-boarding process as new hires begin to acquaint themselves with the business sooner.

Job shadowing provides a behind-the-curtain look at the expectations of job duties, key deliverables needed, and the interactions between coworkers and peers and coworkers and senior management. This provides an excellent chance for senior management to recognize if processes, job descriptions or culture needs to be restructured or reevaluated.

What to do when a candidate goes dark

As a recruiter, one of the most important aspects of the job is keeping candidates interested in the opportunity. Every so often, a candidate goes dark – all communication stops out of the blue and when this happens, it feels as if all progress that has been made has been lost.

What can be done on the recruitment end to alleviate the stress that comes when a candidate goes cold?

Emphasize the importance of communication and set deadlines for response time. It is important to begin the relationship through various methods of communication; if the candidate does go dark, a call to “check up” is routine rather than desperate. While establishing the relationship, understand how active the candidate is in their search and their timeline to transition into a new opportunity.

Gain their respect and trust. Guide the candidate as an advisor in their search, helping steer them in a direction you believe to be the best move for their future. A candidate is far less inclined to go dark if they trust who they are talking to and have faith in the system.

Should you execute these tips, but to no avail, run into a candidate where all communication has stopped, you must then evaluate if the candidate is worth the time. Should you change gears and move on to a candidate that would be more than eager to be given the opportunity? You may begin to spend more time trying to connect with a lost connection rather than building a relationship with a zealous one.

Learn from Experience

In recent months, top companies have been the topic of conversation because of errors that were made. Now, it is up to other companies to learn from their missteps to avoid the same downfall.

It all starts with leadership…

Since February, the ride-sharing service, Uber, dealt with charges of sexual harassment, disparagement from top management, a federally-charged criminal investigation and publicly shared internal emails encouraging the use of drugs and sexual relations between employees. These conflicts all pointed to weak leadership values as the CEO eventually took a leave of absence in June. Uber’s weaknesses highlight the impact that leadership can have on company culture. By establishing a base of active and value-focused top management, companies will succeed from the top down.

Holding people accountable…

Another scandal that shook the business world was the 2016 Wells Fargo scandal. Found guilty of creating millions of unauthorized bank and credit card accounts, Wells Fargo paid more than $150 million in fines. And, amidst the spotlight shining on its practices, Wells Fargo was recently reported as having charged auto loan customers for unneeded car insurance. Nonetheless, some key players are still being compensated despite the hailstorm brought to the banking industry. Not only does it fall in line with leadership failures, but by holding Wells Fargo executives accountable, the company could have avoided the latest news reports. It is important to look at all factors at stake and take corrective action on those that should be held accountable.

Prepare for anything…

While the Uber and Wells Fargo issues could have been stopped through past choices, Samsung’s Galaxy Note 7 nightmare was something that could not have been predicted. The way Samsung addressed the issue is something to learn from. After reports of the Galaxy 7 catching fire, Samsung posted a statement telling owners to power the phone down immediately and obtain a refund or exchange. That message, however, was posted discretely to consumers – fielding issues of secrecy and complexity. Not only did this cause users to be wary of Samsung products but it lessened the amicable relationship between Samsung and its carriers. By preparing for the worst and placing a priority on public relation messages if anything should go wrong, companies have the ability to come out of any controversy, successful and stronger in the eyes of the public.

Adapting for the 21st century


Corporate America has begun to transition into a new way of thinking for employees. The days of lifelong careers are no longer in sight as “over seven million of today’s jobs are expected to disappear by 2020” (SagePeople, 2017).

Employers have been forced to make a swift adjustment to cater to the disruption of the work force. By transforming the current employee mentality, employers will be able to evolve the company to match the new revolution and alleviate the risk of failure.

As the need for instant gratification grows so does the eagerness of employees to experience many different roles to see what fits best. Employees are looking to expand their skillset and transition horizontally, being less focused on vertical advancements but interested, rather, in lateral changes. A higher value is placed on unending learned and development, acquiring new skills as they transition within their career.

This change in mentality is a great opportunity for employers to adapt and face the challenges head on. Proactively engaging employees and offering the opportunity for optimum success will counteract any downfalls that may be experienced. With a constant rotating employee pool, recruiters can more selectively pick talent lending the chance to establish a workplace foundation focused on staff retention.

Employers can begin to mold key positions and mitigate the potential hit of the shifting employee mindset by identifying the key roles that are going to bring success in the future and pinpointing impactful skillsets. Abilities such as creativity, logical reasoning and problem solving will be held at a higher regard in future occupations (SagePeople, 2017).

The change of the workplace is inevitable and evolving quickly. Focusing on meaningful position development and employee support will help relieve the impact of the predicted unsettled employee mindset.

Enhancing Your LinkedIn Profile

LinkedIn remains to be one of the largest professional networking sites today – giving insight into the company and employee dynamic. When searching for a new career, keeping up with your personal LinkedIn profile and building your brand is an important aspect to any job search.

Your LinkedIn profile gives a quick snapshot of your experience and should be carefully constructed to provide recruiters with the most accurate depiction of who you are as an executive.

While an easy field to complete, adding a degree or certification level to the name portion of your profile increases the chances of coming up in recruiting search results. Following your name is the headline – a highly undervalued profile segment that should answer who you are, what you do and how you can help (Forbes, 2017). Consider this to be the most important aspect of your profile as it is, besides your name, the first and possibly, the last thing a recruiter sees.

Your summary should go one step further to engage with recruiters. This portion of your profile is suggested to include a summarization of measurable goals and attention grabbing achievements. It should answer who you are and what you do on a deeper and more intimate level. This field, while engaging, should be concise and effective. Ensure that if anyone stops looking at your profile at this moment, they have a good understanding of your current passions and future goals.

Your experience should be organized in a way that highlights how you handle problem-solution situations. Having quantifiable details that address what the problem was, the steps that were taken and the results achieved will quickly showcase your experiential skill set. As always, it is important to use key words and integrate the skills that were gained in each situation. Your professional experience is a way for recruiters to see if your achievements fit well based on what the company is looking for in a candidate.

By enhancing and articulating these sections of your LinkedIn profile not only will you grab the attention of recruiters and like-minded colleagues but it allows you to continue the professional demeanor that has been established throughout your professional career.

Mastering performance reviews

Performance reviews – a historically dreaded time in the office. Understanding how to take advantage of the review process and what personal and organizational improvements can be made will help both managers and employees alike to develop as an employee and contribute more to the company.

Meetings between manager and employee allows for the construction of individualized plans geared toward success. Not only do these conversations open a clear line of communication and transparency but they align company and employee goals and strategy. Setting goals that are smart, measurable, attainable, realistic, and timely (S.M.A.R.T.) allows employees to prioritize their work in the coming months based on personal and company goals.

And while performance reviews provide managers and employees the chance to speak openly about position performance, no review should come as a surprise. Employees should be aware of their strengths and weaknesses beforehand allowing the time allotted for a performance review to be focused on goals to improve or further success. The categories that are being evaluated must be clearly outlined to establish a clear line of expectations.

After the performance review, managers should take the time to review their notes that were taken during the meeting. Rather than stuffing the file into a folder and storing until the next performance review comes up, taking the time to map out a timeline of the milestones that the employee must hit to be considered successful is important to continue departmental success. This practice will not only provide managers the ability to map out their expectations, but it will also provide an insight into practices within the office that may require more focus.

One-on-one reviews are great to establish relationships between managers and employees; however, creating a system that allows the department to anonymously submit general feedback and personal role evaluation allows the opportunity for staff to identify micro-level needs regarding professional development.

Compensation Budgeting

Budgeting is always a hot topic when it comes to employee benefits, which can sometimes lead to recruiters feeling as if their budget is stretched too thin to cover everything that is wanted in the workplace. But, it doesn’t need to be like that – here are some simple tricks to making the most out of a tight budget:

  • Offer competitive non-salary benefits. Make up for a lack of monetary incentives with benefits catered towards the employee’s needs. Offering childcare support, flexible schedules, office space, remote working opportunities and other chances for employees to feel valued is a great alternative that does not require salary-impacted benefits – rather, focus on employee work-life balance.
  • Focus on what’s important. There are items that can be considered “must-haves” that will make a huge difference in the day-to-day work life. Prioritizing items that are “must-haves” versus the “nice-to-haves.” Do this by ensuring the expenses are worth every penny.
  • Forecast – it’s vital to a healthy workplace budget. Keep in mind that staffing will change in the next year whether you see it coming or not. It is important to plan for these changes and leave a bit of budgetary room available to account for those changes, especially considering employee compensation.
  • Understand that you will not always be right. Whatever compensation package is offered, it is never going to be the best thing for every employee, and that is okay. Realize the biggest factors that will lead to company and employee success. One of the best ways to show appreciation for employees is fair compensation, so focus your attention on the benefits that will make the biggest impact for the largest number of employees.