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The blog.


Transitioning Back into the Workplace

Transitioning Back into the Workplace

As cities, businesses, and life slowly start to navigate the new social world as we now know it, how will your organization manage it? Arguably, there is no perfect answer. Companies should follow the necessary guidelines, but every operational process is different. What works for your company and your employees may not work for another.

Here are a few beginning, tangible areas you should think about:

  • Remote work, where and when it makes sense
  • Flexible work hours with set deadlines
  • Working from home and shifting into rotating set schedules at the office
  • Technological advancements in your organization for customers or clients to replace in-person meetings
  • Innovative leadership and comradery from afar by creatively ensuring employee engagement
  • Professional development while providing channels where there can be continual learning from digital conferences, and webinars to online programs/courses

Every employee’s home situation is different, and it is in each company’s best interest for managers/supervisors to understand what works best for their employees. Moving forward, some organizations may deem it unnecessary for employees to go into the office every day of the week, and partial or permanent remote work may simply work.

Executives, what does your future look like?

Are you ready for your next career move? Applying for a new opportunity must mean you are ready to move on from your current company, right? Taking the next step can be intimidating but necessary.

A new opportunity shouldn’t be a shot in the dark just because you want to test the waters; it should be something you want to see through to the end. Employers count on their potential candidates to be a strategist as part of their organization. As a candidate, take the time to research the company, understand the expectations of the role, and see what the future has to offer you. Titles are important to some, not all, and many companies have various titles that differ from other organizations.  Follow your dream of making an impact to a new company and be adaptable to change and opportunities, not just seeing what today brings.

Now is the time to seek future possibilities for potential growth, take a chance on what the possibilities can be, don’t be afraid to make it happen!

Going Digital with Professional & Personal Development

In this current climate, do you find yourself with a bit more time on your hands? Many people are trying to find ways to be productive in their downtime; and capitalizing on various e-learning platforms offering their services digitally could fill that space. Many organizations are offering online learning, career development, personal development, and even conferences, virtually.

LinkedIn offers a free trial month through their platform called LinkedIn Learning for individuals, which include courses anywhere from learning how to use different software, specific subjects and topics, to continuing education units.  Additionally, SHRM and other companies offer educational courses for their members, which are free or discounted.

Due to social distancing measures, conferences you may have attended in-person are being creative and are bringing the conference to your remote office, specifically, the mobile app, Whova, Inc. Whova is an event and conference application with live and interactive events from Q&A’s, demos, networking, and live chats.

Taking advantage of online tools is something to look into during this period of uncertainty, it can only positively benefit your personal and professional development.

Beware of Rising Scams!

With the current uncertain economic climate, scammers are thinking of somewhat ‘new’ and creative ways to steal information and money from unsuspecting people.

Hiring is being heightened, and third-party vendors are claiming they are acting on behalf of companies to complete background verifications on new hires or existing employees. They are requesting confidential and personal information to be emailed or faxed – these emails look legitimate as they are obtaining personal emails through various digital channels.

Should you receive an email from a third-party vendor, always check with your hiring manager or the company you interviewed with before sending any information to them, as companies do outsource their screening. With this, third-party vendors should not request specific information such as birth dates, social security numbers, and any other sensitive information as the hiring company will have already provided this information to them via a secure portal. Typically, when these vendors request information from a candidate, they are verifying hiring dates, schools/universities attended, and things of the like.

Everyone is susceptible to these scams, including small businesses. The scam to take note as of recent is a phone message from individuals claiming to be calling on behalf of the GSA inquiring about a 5-year contract with the Federal Government. By doing a little research, reviewing articles outlining a spike in imposter calls relating to COVID-19 and the GSA, you will immediately know if you are being scammed. Please review the GSA’s eLibrary list of vendors here.

These schemes may not necessarily be ‘new,’ but they are becoming more prevalent. We implore you to be more vigilant than ever during these challenging times.

Should Candidates Consider Opportunities at Different Compensation Levels?

When sourcing and recruiting candidates for a specific role or position, as a recruiter, you should always set the expectations up front with your candidates from the beginning. With the unemployment rate being at its lowest in almost 50 years, with small fluctuations monthly, candidates believe they are in control of salary negotiations, not the client or company.

Although a company gives a salary range, it does not necessarily constitute the level of pay required of the institution. Important variables candidates fail to realize:

1. Company asset size varies, which has a significant impact on compensation. Larger corporations typically have different pay bands than smaller organizations.
2. Organizational charts can differ from company to company. A Senior Vice President at one company can be at the Vice President level of another.
3. Experience does not strictly apply to the number of years of experience. Experience pertains to the job scope and qualifications required of the position and whether or not the candidate meets some or all of the requirements, significantly impact the final offer.

Of course, many other variables could influence the final offer – bonuses, PTO, benefits – the list could go on.

Every position is different. It is essential to focus on finding the right opportunity and ensuring the qualifications and level of experience are presented to the hiring manager, as appropriate.

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.

Recruitment of Candidates

 

When trying to recruit a new candidate, it is essential to have a plan set in place to effectively and efficiently fill the position.

To begin, define the position. While this sounds like a simple task, it is the most important as it identifies the needed skills and interests of the candidate pool. A needs assessment should be completed to understand the extent of what this position will be intended for. While some believe this is only done for a new position, existing roles should be assessed in the same manner to avoid complacency and focus on the betterment and continual growth of the organization.

The next step should be to write and post the job opening. While writing the job description, include the skills and expectations for the role that was discovered when defining what the position was. This description should go deeper than just recruitment. It should be an evaluative measure of potential candidates, a tool for managers to set expectations and a continuous performance review standard. When posting the job description, ensure the platform used correctly markets the type of company that is asking for hirees.

This leads to the development of the recruitment plan and how recruitment of a potential hire pool should be handled. First, informing internal members of the team should occur. This allows for interested candidates who are already privy to the company and possibly the open position to apply if interested. Current employees are also a great source for referrals either internally or externally. Next, the position should be distributed within your network. The message can be spread to individuals who are interested in making a transition, may know someone interested or can help disseminate the opening to their network as well. Finally, the job opening should be shared externally. It is most affordable and effective to post online but don’t be afraid to reach out to colleagues who have had similar openings to see how they found success.

The final step to recruiting candidates is the screening process. This process is a way to assess each candidate using a set group of criteria identified when defining the position. Resume screening is a great way to see if a candidate has what the job needs on paper. To follow-up with the resume, interviews can either be conducted in person or through the phone or video chat. When using these methods, plan questions in advance that allow for candidates to identify the competencies that are needed for the job.

Once the position is filled or a candidate has been identified for hire, it is important to follow-up with those that were interviewed either through a letter, email, or a phone call. Remember, not all recruitment processes are ‘one size fits all,’ do what works best for your organization and the position you are trying to fill.

How to approach counteroffers

Negotiating pay is a difficult situation when offered the job of your dreams. While the job description may check all of the boxes, compensation is also a major determinant in whether you should accept the position or not.

There is a certain threshold that employers will withstand when in the counteroffer stage of hiring. By doing your research and recognizing the market compensation wage bands, you will set yourself up for far better success than by countering the future of your career blindly. Trust the process as you think about negotiating an offer once it has been presented.  Seek counsel from a professional to guide and lead you through each phase of the negotiation.

When countering the offer, focus on why you want to join the organization and what is important to you at this stage of your career.   There are other benefits can be included as part of the compensation package which can include, commute time, work-hour flexibility, job responsibilities, family support, and ability to contribute in the strategic success of the company. Focus on how your dream job can transform more than just your bank account.

Countering what you feel is deserved can be effective when done properly. If conducted correctly, counteroffers can provide better benefits, incentives, job security, and ultimately pay for a job that was already a dream to begin with.