Tag: Recruiting


Innovative Leadership – What do Companies look for?

More than ever, companies are focusing their attention on recruiting innovative leaders to forge an ever-evolving path for their organization. They want leaders to push the limit with questions, observations, networking, experimenting, and advanced thinking – never ceasing to discover the unimaginable.

Being part of a team who works for an innovative leader, organizational growth can be exponential as they explore new concepts and break down barriers. These leaders have the innate ability to imagine the impossible and communicate their vision to others who will add to the bigger picture. With a charismatic character, innovative leaders foster an environment of futuristic change and are ambitious in obtaining an optimal result.

As new ideas are established and set in motion, enhancements to the company can be used to help drive it to even greater success. Introducing and exploring technological advancements and digital improvements are necessary for growth. Centering on a digital footprint provides companies with an infinite, information-based foundation, leveraging information that may otherwise be unknown or out of reach. With the right digital extensions, the corporate business initiatives will thrive and create opportunities beyond today!

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.

Considerations for the Future

Making a career change can be difficult for anyone. However, the dependence of a transition for an executive weighs on the prospective employer and their future with the company.

Personal growth remains to be the most significant factor an executive considers when considering a career change. With an emphasis placed on continual learning, most executives search for opportunities that allow them to expand their skill set rather than chasing a title advancement.

And like any other searching candidate, executives also rely on the opportunities that the potential company offers. When given a chance to stretch their skills and abilities to new levels, allowing for them to see a significant change, executives are far more willing to shift to that new role than stay complacent in what they know.

Environmental factors come into account during the decision process, too. Is a shift in career going to make a positive impact on work-based culture? Will a transition allow for greater responsibility and oversight of a larger team? How will this position fall into the entirety of the organizational success? These questions all play a factor in an executive deciding whether to make a move or not. This element is mostly dependent on the overall goals of the executive candidate and the current state of their ongoing position.

While direct compensation does not play a significant role in an executive move, the financial stability of the organization does. If the prospective company shows greater return and less risk in company sales, work hours, employee turnover, mergers and acquisitions and competitive advantage compared to their current position, a top-level executive will realize those benefits and make the move into a new career.

 

 

Expanding the Sourcing Scope

Every day, it seems as if new recruitment job board websites come into the market constantly, making it harder for potential candidates to stand out and even harder for companies to acquire qualified talent. As the need for quality talent becomes more prevalent, companies must consider broadening their sourcing scope and seeking alternative solutions.

Employers must take full advantage of the resources that are available today by not overlooking cross-industry hiring. By expanding the view on the type of talent acquisition, companies will have the benefit of individuals trained in other departments, whom often, gain experience that correlates with the open position. A diverse workplace culture and sets of opinions appeals to different markets, which can help the company grow to a market outside of the initial targeted ideation.

Consider meritocracy. While the skills and experience that someone has are important to the success of the role, focusing on the ability and motivation that such employee possesses leads to greater drive for advancement in employees. This drive then positively translates into better overall company financial performance – encouraging employees to work hard for earned workplace promotions.

Rely on different sources. While employee referrals are an obvious source of talented potentials, reaching out on social platforms such as LinkedIn or industry Facebook pages may come up with surprising results. By expanding the scope that most companies have become accustomed to searching for potential hires through, the company will be able to diversify its culture and grow with a work environment that is slowly transitioning to multi-dimensional positions.