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Acquiring the right talent or obtaining the correct career move can be a little arduous and daunting method for anyone. Moreover, when you work in a high-profile industry or sector and are looking for a unique set of specialist skills, the process becomes even more difficult. Hiring new workers can be a time-consuming and costly process for companies, making significant resources but rarely provides any guarantees. Moreover, employers understand completely the importance of top talent, who can accelerate their company forward and increase profits. On the other hand, the Human Resource department faces a challenging task in ensuring a steady flow of talent into the business while also hiring individuals who are suitable for the job and culture of the organization.
Read the full article at: www.hrcsuite.com
The only way to win in a post-Covid-19 world is to relentlessly focus on creating the best team possible. This has always been important during periods of economic contraction and business uncertainty. The difference now is that the rewards and the risks have never been greater. Covid-19’s disruptions, a shortage of in-demand talent and millennial-led trends will force a permanent rethinking of how companies are structured. The organizations that can do more with less — by attracting better talent and better engaging them — will likely see massive productivity improvements when compared to the average company, where 60 percent of the company is not engaged or actively disengaged. The most adaptive organizations are thinking about talent in the same way they think about their ideal customer. Companies spend significant time and money working to understand the customers they want to attract and finding ways to reach them. The best possible hire you can make today does not need your job, and they will not seek your company out to sell themselves. They expect to be sought out and sold.
Read the full article at: www.entrepreneur.com
What if all this while you’ve been applying for the wrong jobs, and that’s the reason your job search has not been working? Sure, after so many late-night resume revisions without any job offer to show for it, it can be tempting to wonder if getting a new job is even possible for you. But, the problem might be that you’re trying to fix the wrong thing. One classic mistake I see often from high-achievers in a variety of industries is that they’re applying for the wrong jobs, and they don’t even realize they’re doing it. Instead, they focus on fixing things like their resume, not knowing there’s another reason they’re not getting interviews or job offers. Or worse, if they are getting interviews and job offers, they have a higher risk of landing a new job with the same problems that motivated them to search for another job in the first place because they’re applying for the wrong positions.
Read the full article at: www.forbes.com
Do you often wonder what the secrets to success are in management? You are not alone if so, as many managers find management to be incredibly challenging (especially when they first start out) but see many people seemingly born to be a manager. While it is certainly true that some people seem to be naturally good managers, there is also a lot that you can learn and skills that you can develop which could help you to excel. The Secrets to Management SuccessDiscovering the secrets to successful management will help you excel in your role, get the most out of your team, overcome common business challenges and take the entire company forward. With this in mind, here are a few of the main secrets to management success that could help you to start making improvements right now.
Read the full article at: www.morebusiness.com
You should hire someone when you need to hire someone. More than 650,000 Americans work as recruiters. You may think that that number is excessive. You know that recruiters help fill job positions, and that is the truth about them. But that’s only part of the truth. What does a recruiter do? What are some important skills that they should have? What exactly happens when a company recruits for a position? Answer these questions and you can enrich your understanding of human resources and job applications. Here is your quick guide. Recruiter Tasks A recruiter fills important jobs at companies. They are sometimes called “an executive recruiter,” focusing on filling high-level jobs for major corporations. But you can work as a recruiter for middle managers and less important positions.
Read the full article at: businesspartnermagazine.com
Covid-19 has taken its toll on the workplace; by some accounts, 7 out of 10 workers believe the Covid era has been the most challenging period of their professional lives. In healthcare—the industry in which I serve—I believe that ratio to be much higher. The workplace disruption has translated into tremendous uncertainty in the executive job market. Candidates throughout the pandemic have been skittish though not shy about searching for new work. In a WittKieffer survey conducted last fall, 95% of executives indicated that they were at least open to a new role. Covid has given leaders a greater sense of prioritization about what’s important for them personally and professionally—and often this means a job or career change. What has also changed is the way that executive recruiting is playing out. My colleagues and I have adopted new practices and habits in order to meet candidate expectations and serve clients better.
Read the full article at: chiefexecutive.net
In the world of recruiting, misconceptions often run rampant when talking about executive search firms. Despite the value that dedicated providers bring to the table, many organizations continually question whether outsourcing a high-level executive or C-suite search is worth the cost, according to a new report by TalentRise. “To educate our audience on the advantages of aligning with a proven executive recruiting firm, I’m here to disprove some of the most common misconceptions about executive recruiting,” said Pete Petrella, the report’s author. “Here are four of the most common myths related to executive search firms—and why they are all untrue.” Myth No. 1: Anyone can execute an executive search by using a job board. With an abundance of digital job boards available on the market today, many companies assume that posting their position to a site like ZipRecruiter or LinkedIn can help discover their next executive hire. “What these organizations fail to realize is the amount of behind-the-scenes work that goes into an executive search,” said Mr. Petrella.
Read the full article at: huntscanlon.com
The coronavirus pandemic may have put many things on pause over the last year, but the need to grow your business wasn’t one of them. With so many potential changes on the horizon, building the best executive leadership team has never been more important. How have talent acquisition and executive search adapted to the new normal? How can you use that to your company’s advantage? I’m a member of an entrepreneurs group, and we’ve been trying to figure out the most effective method for finding the best execs. When doing some followup research on a Forbes article about top executive research firms, the methodology of one of the listed firms, N2Growth, caught my attention. I think it’s going to be key to helping many companies navigate the new market paradigm. In this article, I’ll share some of their methodology, while offering my own perspective as an entrepreneur. Landing game-changing talent is critical to the future of any business. To stay competitive and move with the trends, business leaders should take the following steps in their next executive search.
Read the full article at: www.forbes.com
Executive search firms might seem like a luxury relegated to Fortune 500 companies with huge advertising budgets, but that just is not the case! Nearly every industry has a network of recruitment firms dedicated to cultivating experienced executive recruits. And better yet—they cater to businesses of every size, at every budget. There is a recruitment firm that can help meet your startup’s needs. Here are 4 signs your startup is ready to hire an executive search firm! Your Industry has High TurnoverCertain industries have a high percentage of turnover. Science, math, and technology fields like engineering or programming have high rates of employee turnover.
Read the full article at: startup.info
What skill sets are employers looking for most in 2021? How can they partner with employees to develop these sought-after skills? In 2020, the COVID-19 pandemic – alongside countless social justice movements – shaped the world in a new way. Now, employers must reevaluate their businesses and see what new skills match the world’s ever-changing landscape. For employers in 2021, what follows are five of the most in-demand skill sets for our changing times. By enabling growth in these areas, employers across all industries will help their employees and prospective teammates thrive in our post-pandemic workplace. Skill Set 1: Remote TeamworkThe most obvious change to come from the pandemic is the new work-from-home dynamic. According to Pew Research Center, 71% of employees were working remotely as of December 2020. Given this new landscape, employees need resources — primarily, they need technology to connect and work together.
Read the full article at: talentculture.com
Remote work is not a new trend. Many forward-thinking companies have been utilizing remote teams for employees who want flexibility and the ability to work from home. Why should employees waste 30 minutes driving to work every day if the same job can get done from home? The pandemic has proven that tasks and projects can be successfully completed from anywhere at any time. Advances in technology have provided businesses with remote programs and apps making collaboration and project completion more effective and efficient. It is a win-win proposition as workers are not tied to their desks and companies save time and money.
Read the full article at: www.business2community.com
The COVID-19 pandemic has radically altered the business landscape. Many companies experienced anywhere from a 20 to 60 percent loss in revenue in 2020, and more than 14 million Americans either temporarily or permanently lost their jobs. This pandemic has impacted every industry and every aspect of our lives. The 2020 word of the year was “pivot,” as we all scrambled to rapidly adapt. With continuing anxieties surrounding health and safety, job security, education disruption and financial strains, it is apparent that we can’t simply ignore the emotional fallout. Real change is required in the way we lead. For so long, our idea of strong leadership has been shaped by strict delegation and direction, where managers lead the way and employees dutifully follow. As we continue to grapple with disruptions to our businesses and personal lives, this perception has evolved, as managers who remain effective have noticed a shift in what new leadership requires. We must reexamine the way we lead and redefine strength itself.
Read the full article at: www.chieflearningofficer.com
The so-called "war for talent" has been raging hot ever since the phrase was coined in a McKinsey report back in 1998. In the past 20+ years, not much has changed — in fact, unemployment numbers came in at just 3.5 percent, which means that you probably have several positions to fill, and fewer prospects than ever to step into key roles. For HR professionals, the war for talent is the new normal, and your department is held accountable for recruiting, retention, and even overall performance. Each of these responsibilities is fraught with difficulty: - Recruiting is harder than ever, with 62 percent of recruiters reporting that it’s harder to find qualified candidates than it was five years ago. What’s more, there’s a decline in promoting from within, which means there are more positions to fill than ever before.
- Retention might be even more difficult, as the "quit rate" in the United States is at a historic high. According to Gallup, 2.3 percent of employees are voluntarily leaving their jobs on a regular basis, and a full 51 percent say they’re actively looking for work.
Read the full article at: www.achievers.com
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Last year, many executives opted for early retirement when COVID-19 hit. Others were let go by their companies due to perceived redundancy in roles or the need for financial cutbacks. More than a year later, the economy is bouncing back and companies (both new and old) are trying to recruit quality leaders. And they’re discovering that hiring the right executive is more challenging than ever. But now is the time to invest in visionary, long-term leaders who can help your company adapt to the new future of work. The consequences of the wrong executive hireThe consequences of making a bad hire at the executive level can be felt across the entire organization. The wrong leader — especially in the C-suite — can have lasting repercussions that continue long after they’ve left your company.
Read the full article at: theundercoverrecruiter.com
When asking college seniors where they want to work, their first responses might be Apple or Nike or Disney. The same might apply amongst any cohort you ask to list a company they want to work for, but it’s not because they have the best employer brand. All brands started unknown and had to build a reputation, a pattern of success in their industry, and a positive experience for users. All companies no matter their size, go through a version of this with hopes of winning more customers and earning more loyalty for their brand than the competition. To be successful, they must show how they are different and deliver what the customer is looking for. When your company is hiring, the same principles apply. You need to attract candidates, offer something candidates want and need, and do something better than your competitors. If your company has a smaller footprint, or does not produce household products or services or have an instantly recognizable brand, it can be more daunting to try and compete with large household names that attract thousands of candidates eager to get a big brand on their resume. It can be a challenge at times, competition is steep, and top talent has a lot of choice in the market—but it is not hopeless. While your talent acquisition function must focus on intentional planning and setting expectations for what you can offer candidates (your employer brand), you as an executive have an important role to play as well.
Read the full article at: blog.shrm.org
Interpersonal skills, empathy and resilience are strongly desired by employers as they look towards business recovery. Riccarda Zezza discusses how these ‘soft’ skills can be developed in every day life. With advances in technology and societal priorities, jobs are constantly evolving – meaning it’s now near-impossible to just learn one skill and settle into a career for life. The pandemic has added another twist to the theme but rapid change was already established. According to a survey by McKinsey & Company, 87% of companies are experiencing skills gaps or expect them within a few years, and this tumultuous job market has birthed a new desire from employers to replace traditional skill sets with “soft” skills. The key differentiator is that these don’t relate to what work you do, but how you work. They include interpersonal skills, emotional-based skills – like empathy and resilience – as well as time management, communication and many more.
Read the full article at: www.personneltoday.com
Hiring a new employee can be a time-consuming and tedious process. If you hire the right individual, then your business will do well, but if you hire the wrong one, then all the effort to hire that candidate will go to waste. This is why companies have turned to recruitment agencies to make the hiring process more manageable. Companies like Crooton Recruitment have noted that this requirement is not just limited to large companies. Even start-ups are trying to get the best of their time’s worth by leaving the experts’ recruitment process. Let’s take a look at a few reasons why you should outsource your recruitment processes. Multiple VacanciesWhen done in-house, recruiting can become a challenge, and many positions can take months to fill. If you have many vacancies and are looking to mass-hire, then an external recruiter is right for you. They can quickly filter a list of candidates that have the requirements for the position. External recruiters can also help you find candidates pre-verified with background checks before they even reach the interview room.
Read the full article at: businesspartnermagazine.com
There’s good news and bad news in the fight for gender equality in Corporate America. The good news: according to a new Korn Ferry study, the percentage of female executives (identified as vice president and above) has risen considerably in the last five years, from 31 percent in 2016 to 39 percent in 2021. The bad news: The Covid pandemic has been devastating for women on the rise to roles for the future, and there are still far fewer women executives than men in the C-Suite overall. This is particularly woeful in general management overall and in many key functions and industries, more specifically. In many instances, setting out to simply hire more women executives won’t alleviate the gender gap at the top of organizations.
Read the full article at: chiefexecutive.net
There’s one word that makes C-level executives, human resources departments, operations personnel, sales teams and financial staffs shake with fear: Turnover. When a new hire doesn’t work out, stress ripples throughout the organization. When it happens more than once or repeatedly, the effects quickly become a tidal wave of profit loss, decreased employee engagement and revenue growth. Turnover affects almost every aspect of a business. And yet these tangible costs, substantial as they may be, really only represent the tip of the iceberg. Hiring mishaps can hurt morale, productivity, brand image and customer relationships. If your company acquires the reputation of having heavy turnover, it will be challenging to attract good applicants, hurting your future.
Read the full article at: nancy-rubin.com
In the world of recruiting, misconceptions often run rampant when talking about executive search firms. Despite the value that dedicated providers bring to the table, many organizations continually question whether outsourcing a high-level executive or C-suite search is worth the cost, according to a new report by TalentRise. “To educate our audience on the advantages of aligning with a proven executive recruiting firm, I’m here to disprove some of the most common misconceptions about executive recruiting,” said Pete Petrella, the report’s author. “Here are four of the most common myths related to executive search firms—and why they are all untrue.” Myth No. 1: Anyone can execute an executive search by using a job board. With an abundance of digital job boards available on the market today, many companies assume that posting their position to a site like ZipRecruiter or LinkedIn can help discover their next executive hire. “What these organizations fail to realize is the amount of behind-the-scenes work that goes into an executive search,” said Mr. Petrella.
Read the full article at: huntscanlon.com Read the full article at: huntscanlon.com
Attracting and retaining top performing executives is the true lifeblood of successful organizations. Yet identifying and attracting them can be a challenging endeavor. Top performers, in leadership roles, will deliver about 50 percent more than the average and will improve their organization’s competitive position. But according to McKinsey & Company, 82 percent of Fortune 500 executives don’t believe that their companies recruit highly talented people. There are many reasons organizations do not target A-Level talent: lack of resources, concern about internal pay inequities, lack of managerial confidence, chemistry/fit, etc. Organizations of all types, however, must strive to both attract and retain talent that will improve their competitive position, said Walter Baker, managing director of Cornerstone International Group, in a new report. “Specifically, organizations must develop and embrace a strategy that supports the hiring of talented executives,” said Mr. Baker. “They must live the concept that a rising tide floats all boats…that to win in the market they must accept new ideas, concepts, and recruit and retain top talent.”
Read the full article at: huntscanlon.com
You’ve heard them, the endless quips about getting older — “Age is just a number” or “You’re as old as you think you are.” But as we age, we see a shift, particularly at work. Instead of valuing your experience, some employers or colleagues may question your ability to do the job, solely based on your age. This is ageism, an “ism” that isn’t called out enough. So how do you cope? Here are 6 career tips to help you overcome ageism at work. Why We Need Career Tips to Overcome AgeismAgeism is a form of discrimination that hits hard. Meanwhile, choosing to work or not is a personal decision. Perhaps you need to work a few more years because you’re financially unable to retire. Maybe you thoroughly enjoy your work and can’t imagine stepping back. Whatever your personal case might be, ageism should not influence that decision.
Read the full article at: www.business2community.com
How can you engage and retain the millennial workforce? Gallup referred to millennials as the "job-hopping generation" and for good reason. Research found that 21 percent of millennials had changed jobs in the prior 12 months, and 50 percent of the job-hopping workforce planned on changing employers in the next 12 months. The research firm also found that lack of employee engagement was a major reason for the high turnover. The numbers improved a bit as the economy continued to stabilize, and millennials grew another year older. However, the Deloitte Millennial Survey, which looked at 8,000 millennials in 30 countries, still found that 38 percent plan to change jobs within two years. Deloitte hypothesizes that this could be a sign of more corporate loyalty or less confidence in the job market. Either way, it is more important than ever for you to understand how to engage the millennial workforce.
Read the full article at: www.achievers.com
There’s no doubt about it – Covid-19 has changed the recruitment process and put a spotlight on industries in need of candidates while completely shutting down operations and recruitment in others. As we move further in 2021, amid the easing of restrictions and timid reopening of hospitality, travel and tourism to name but a few ailing industries, we look at five ways of modernising your job hunt for 2021. Grow your Network Knowing the industry that you want to work in is a great start, but one of the best ways to actually get a foot in the door and find out about upcoming and pending roles is to immerse yourself in the culture and industry environment – and that means networking.
Read the full article at: takeitpersonelly.com
Great leaders know that talent propels a company’s success. Talent drives innovation and sets a business apart, giving it a competitive edge. Yet far too often leaders relegate hiring to their recruiters and pay little attention to getting the right people in the right jobs. But if you want to attract great competitive talent—people who can choose to work anywhere—then you, as the CEO, need to be directly involved in hiring. You need to make hiring a top priority and become what we call a “Talent Maker.” This is a fundamental shift away from the traditional concept that talent acquisition is the role of recruiters. As a Talent Maker, you have three roles for three different constituencies. You are a talent leader to your organization; a talent magnet to the people that your company wants to hire; and a talent partner to your internal recruiting team. Each role needs some explanation. . Read the full article at: chiefexecutive.net
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