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Tag: Work


JSpire Recruiting honors Hispanic and Latinx Heritage Month!

JSpire Recruiting celebrates Hispanic and Latinx Heritage Month as Janice Shisler, Chief Executive Officer, is proud to represent the community as a Hispanic Executive and Entrepreneurial Leader within the financial services recruitment industry.

Hispanic Heritage Week was initially started by Congress in 1968 and was lengthened into a month-long celebration in 1988. The dates September 15th through October 15th are unique due to several national independence days occurring in Latin American countries over this time period.

Hispanic and Latinx small-business owners are the fastest-growing group of entrepreneurs in the United States. According to a study from Stanford University, the number of Latinx business owners grew 34% over the past ten years.

During this month, we honor the cultures and recognize the contributions of Hispanic and Latinx Americans. Thank you to our colleagues, clients, candidates, and partners within this community who help influence and inspire growth in our industry and beyond!

Are Counteroffers a Good Idea?

Are Counteroffers a Good Idea?

In the short-term, they could be – long-term, probably not.

You have a new job offer with a new employer, and you decide to tell your current employer you have another offer on the table. They could either wish you the best of luck or offer you a counteroffer. If they give you a counteroffer, should you take it? It’s probably not in your best interest in the long run, should you decide to stay.

The majority of employees who accept the counter, will end up leaving their current employer within months. You were looking for a new opportunity, why not stay the course? Additionally, this could change your current organization’s view of you as an employee and you may not receive any additional monies that year and beyond. Especially, if you feel your career path has dissipated and there is no more room for growth within the company.

You should also be aware of how this might look to your new prospective employer. If they feel you are contemplating the counteroffer, they could decide to pull your offer, hire a candidate who wants to work there, and who will accept their offer.

Of course, the final stage of the offer doesn’t go without some negotiations; however, your decision to entertain a counteroffer should be weighed heavily before you enter into any discussions.

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!

Recruitment and CEO Selection for Credit Unions

Working cohesively with the Search Committee of the Board of Directors as a recruitment firm is crucial during the recruitment process. While the relationship between the Board of Directors and the recruitment company is an obvious factor, the bigger picture is finding the right successor.

Making a significant succession decision means a lot of details have to align – A thorough understanding and identifying the core competencies needed to prosper in the position; realization there is not the perfect candidate that will meet a whole laundry list of requirements; and objectivity about candidates a whole, not focusing entirely on who and where they are coming from – including external or internal candidates.

While recruiters can be an essential part of the process, ultimately, each member of the Board of Directors has to be content and satisfied with their decision. Pinpointing the needs of the credit union and who will lead the culmination of the internal transformation process should be the main objective of the Board.

Each credit union is unique, and their search for a new leader is not ‘one size fits all.’

 

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.

Managing Client and Candidate Relationships

Managing Client and Candidate Relationships

Respectable recruiters are successful in managing the two relationships – client and candidate – during the recruitment process. Both relationships are equally important, requiring trust and communication.

Technology has evolved and streamlined the recruitment process, primarily through Client Relationship Management (CRM) software and Applicant Tracking Systems (ATS). These systems are beneficial to recruiters; however, the rapport between the recruiter and their contacts gets lost in translation.

Personal connections are unequivocally the foundation for recruiters, clients, and candidates alike. Simple callbacks and touching base with clients and candidates on both sides of the recruitment process on a frequent basis is essential, making sure both your clients and candidates feel involved in the process.

Getting back to the basics is vital for successful recruiters, especially during the current climate, where we may not be getting human interaction as much as we used to. People want to feel like they aren’t just another number, and reassuring them they are as important as the next client or candidate can foster a reputable reputation.

What defines Cultural Transformation within an organization?

What defines Cultural Transformation within an organization?

Facilitating cultural transformation in the workplace is a necessary commitment to ensure employee satisfaction and inclusion. The development of changing the organization’s culture should transform the outlook, policies, behaviors, and practices. Change has to start from executive leaders to assure the rooted, existing culture shifts from the outdated practices to the newly improved values and beliefs.

To get to the root cause of the existing culture, the company should conduct a cultural assessment to evaluate what changes need to be made. The cultural review should consider internal beliefs, such as honesty and integrity, while also examining outward actions like collaboration and information sharing. This valuation should help the business understand and indicate any dysfunction at any level within the organization.

Once executive leaders pinpoint the source, they can then cultivate change and transformation by using mindful behaviors to other leaders and managers to accomplish employee engagement in all departments. For cultural transformation to be effective, every individual must want to change any negative beliefs and values within themselves to the chosen cultural shift.

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.

Chasing the Money or the Opportunity

Should you chase the money or the opportunity? Well first, ask yourself, ‘Is it the right fit?’ Organizations may pay well, but if they have a high turnover rate and don’t fulfill your career goals, it may be in your best interest to really think it through.

This is an internal dilemma that many people go through. Of course, you shouldn’t undervalue yourself monetarily should a job prospect check all your career boxes, but don’t let an opportunity slip away that could benefit your long-term career development. Success can be subjective, and how it is measured and valued differs from person to person.

Some companies do entice candidates with short-term monetary goals, which can burn out employees quickly, causing high turnover within an organization. It may not be in your best interest to weigh opportunities based on compensation alone; career advancement, skill development, and passion should be considered. Chasing short-term benefits could prove unfruitful in the long-run, and you may not want to look back and wish you would’ve done things differently.

Targeting End of the Year Priorities

It’s hard to believe that 2017 is already almost halfway done. Now, comes the time to take a look back and reflect on the goals set out at the beginning of the year and realign your priorities focus on your goals for the remainder of the year and finish strong!

While it may sound tedious, the number one priority for a leader approaching the second half of the year is building upon employee engagement and satisfaction. Satisfying existing employees will decrease the need for new talent acquisition. Engaged employees are happy employees, and those employees contribute positively to the overall success of the company. Defining career development initiatives and actively listening to concerns allows for employees to feel as if they can make a difference and impact on the organization.

As with every industry, new technology continues to shape the way organizations conduct business, impacting systems, processes, and people. And as much as some people may be trying to avoid the technological boom, the digital age is here to stay. It is important to keep up with technical innovation and develop strategies that advance the company to competitive heights. Innovative processes and new business models may need to be developed to support the movement. However, such implementations will lead to great success in the long run and will set you apart from other traditional companies.

None of these priorities are possible without satisfied employees that embrace the vision and strategy for the organization. Recruitment and retention should be a top priority leading into the second half of 2017. Think about establishing a formal recruitment strategy and hiring the talent of the future. This will significantly impact your organizational culture and create future success.