WE Specialize in
Executive Recruitment
Career Transition
Creating Your Brand
Finding Your Next Role

We pride ourselves on our PEOPLE FIRST solutions.

previous arrow
next arrow
Slider

Tag: Explore


Executive Hires: Are you Missing Out on Great Candidates?

Is there such thing as the perfect candidate? As an employer, during your hiring process, this is a question you should ask yourself. If you have a long list of qualifications that are required to fill this position, you could let a potential candidate slip through before you even get to the interview stage. Usually, the final candidate hired will not tick every box you once had at the beginning of the process.

Teachable candidates with the necessary technical skills, who are a culture fit should be your ideal contenders. If a candidate is lacking in an area where they can be trained and developed, they should not be overlooked. It’s hard to find quality talent especially in a competitive market, being flexible and transparent can help with attracting the candidates you want.

As an employer, you want to stand out amongst the competition, making personal connections with candidates could identify their management style and how they will fit within the company. Think outside of the box, try not to focus on the minute details of the requirements. The perfect candidate is not out there but finding the right candidate can be done!

New Year, New Career

It’s the beginning of a new year; with all of the ambiguity going on in the world, is it a good time to make a career change?

Self-reflection has been a focal point of the past year; with the uncertainty of the job market; many are adapting and learning new skillsets. New skillsets mean new potential candidates, as more people are switching and adjusting to different industries. People are more willing to move, and geographical obstacles are seemingly non-existent when it comes to new opportunities, as virtual interviews make the transition easier.

Businesses need to be creative in attracting this new potential talent pool. From remote work to flexibility with schedules and changes to work habits – these all have made the corporate setting a thing of the past. Malleability to this new business environment is crucial to ensuring your employees are at ease; however, the virtual aspect ensures conversations are more personable with less conflict.

Depending on your circumstances, now might be the best time to reevaluate what’s vital in your career and what you want to do differently. Purposefulness might be the new mantra for the year 2021.

Blended Learning for Executives

Educational leadership can benefit significantly from blended learning by both formal education programs and virtual training. Bringing these two facets to key leaders can prove to be valuable in the development of building relationships, innovative thinking, and employee engagement within the organization.

The paradigm where everyone learns differently could be addressed by offering the opportunity for blended learning, as some excel from in-person institutions and others with webinars or virtual classrooms; bringing both options could provide a foundation that can be embedded in the workplace. Once critical leadership competencies are formed, these new behavioral skillsets can help bridge organizational gaps by building informal connections, fulfilling company goals, and guiding shared visions across all functions.

The combination of individually driven virtual learning and formal educational programs offers executive leadership the tools to provide a better overall workplace atmosphere.

Attracting Out-Of-Town Talent

Skills, compatibility, and drive – these are a just a few characteristics companies seek in potential new hires; however, there could be other various factors which makes a candidate more favorable. For instance, geographic location plays a large role in determining the difference between a suitable candidate and the perfect candidate.

The key to successfully broadening the hiring search pool is to understand the work style and abilities of the prospective hire and communicating how the company is invested in their future.

In order to attract job-seekers from in and around the company’s geographic location, focus on the industry and economic environment of the company that the employee may relocate to. Does this transition provide the best path for success and growth?

Rather than looking at the qualifications of a job, it is important to understand how, outside of the corporate structure, this candidate can find success and be happy about the decision to move. Highlight the location of the company by sharing favorite parts of the city and why many have chosen to build a career there.

Continue to stay true to the company’s roots. Make the culture of the workplace a central part of the discussion. Focus on the people, values, and opportunity the company has found success with as those qualities are what will continue the cycle of achievement.

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.

 

 

Turning Over a New Leaf on Employee Turnover

The connotations associated with “employee turnover” are often negative. From lost costs to disruption in an organization, employee turnover does have significant risks that test the strength of a company and its structure.

What is often overlooked is the benefit that employee turnover may bring to the organization.

Zappos, an online shoe and clothing store, has been widely praised for its mindset surrounding employee satisfaction. In 2015, the company began offering its employees exit payments, an incentive given to those who were interested in the company but decided it was not a right fit for them. This incentive lead to approximately 14% of employees accepting the offer.

While some turnover is encouraged, the importance of organizational agility is two-fold. The ability for employees to manage their employment satisfaction translates into greater success, for those who stay with the company have a mindset committed to the company’s growth and future.  Wiith the possibility of sporadic, unplanned position vacancies, positioning the business model to react and absorb any negative repercussions takes time, commitment and understanding.

It is crucial to create a culture that recognizes employee turnover is not always negative but rather something that can offer a positive shift in skills, mindsets, and motivations for the workforce, ultimately lending to the success of an agile and proactive company.

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.