With hybrid and remote job opportunities becoming more and more prevalent in today's employment market, job seekers may be finding themselves interviewing virtually for the first time in their careers. Nic Karczewski shares tips that are applicable to any type of interview, but there are some subtle nuances even in the classic best practices for today's new interviewing landscape.
Read "5 Tips To Nail Your Virtual Interview" leadership insights 
There is a positive, fascinating story making a real difference – the growth of roles in Diversity, Equity & Inclusion (DEI). Diversity of thought and experiences fosters innovation. Companies with robust DEI programs garner strong brand recognition. And overall, DEI arms organisations with a competitive advantage, bolstering employee attraction, retention, and engagement.
While this momentum is exciting, we want to help ensure DEI captains have the navigation tools and the supporting crew to steer the ship no matter how choppy the water becomes. So here are 4 key tips on how to set up DEI leaders for success.
Read "Four Smart Strategies to Set Up C-Suite DE&I Leaders for Success" leadership insights
Sky-high fuel prices. Climate change. Greenhouse gases. These issues make headlines every day. But there is a huge piece to this environmental and economic puzzle that doesn't seem to get the attention it deserves - water. Water risks and calamities have a silver lining – they require highly skilled water professionals and leaders.
Chris Swan shares 5 vital strategies on how to tap into a large pool of potential water talent.
Read "5 Tips to Shore up Water Sector Talent" leadership insights
Despite the regressive talent trends of the last two years, there has never been a better time to be a woman in the workforce, whether entering it or rising to its highest echelons. Women have more upward mobility, more opportunities to lead, and are better compensated than at any other time in history. And yet, we're still a long way from deserving the pats on the back and kudos we aspire to. Better. Not good enough.
The prospects for sustainable power jobs to surge are very bright. Today in the U.S., clean energy is already the biggest job creator across America's energy sector, employing nearly three times as many workers as work in fossil fuels, according to the environmental entrepreneurs' group E2. More Americans work in clean energy than elementary school teachers, bankers, farmers or real estate agents.
What we are in fact seeing evolve in energy is the Great Resignation transforming into the Great Transition. With so many fossil fuel workers seeking a new career path in clean energy and the Biden administration pushing a green mandate, the timing appears ripe for jobs in sustainability to boom.
Here are three strategies companies can pursue to boost the green energy shift into full gear.
Read "3 Strategies to Fuel the Shift to Clean Energy Jobs" leadership insights
Far from being a time of contraction and slowing, this past year has been a relative boom time for mining. Companies in the sector are showing renewed confidence, fuelled by rising commodity prices, lessened concerns around overcapacity, stable capital investment, and the positive implications of supplying the resources to drive the global trend towards electrification and digitalisation.
Proactive leaders could set their organisations up to thrive in this new environment. Those who don't are likely to see their companies fall behind - or even fall away entirely.
Read "Leading To The Other Side Of Mining's Inflection Point" leadership insights
Job seekers have more clout today than perhaps at any time in history. Now is the time to engage prospects early, efficiently, and in a very personalised way; to sell people on everything your company has to offer.
John Ryan provides 4 helpful and useful tips on finding, engaging, and converting great talent into top-notch candidates who choose your company over the competition.
Read "4 Tips to Proactively Turn Passive Prospects Into Engaged Candidates" leadership insights
When Cleantech leaders fail to develop a strong narrative around their organisation's purpose, they leave their most powerful tool for attracting talent off the table. The times are primed for climate tech. The work that's being done speaks to people's desire to influence the world for the better. It's not about stepping into the future so much as creating the step changes that get us there.
Read "Leading Cleantech Beyond The Next Bubble" leadership insights
The organisation that got us here won't get us to where we need to be. The environment, and social and corporate governance (ESG) on their own demand new ways to think and act. Factor in the urgent need for diversity and inclusion, a whole generation who are disenfranchised economically, the combined and unrelenting forces of digitalisation, talent shortages, remote employment, market entrants that reinvent the sector, the avalanche of disruptive technology that lies just around the corner and we have little choice but to uncover new ways to organise.
Shareholder value » Stakeholder value - Unless all of the stakeholders count, none of the stakeholders count.
Leadership based on "same as me" » Leadership recognising the value of diversity - The greater the difference on the team, the greater the difference the team can make.
Strategy dominates the executive conversation » Culture takes centre stage - Long after the strategy has been shredded, what will endure is your culture.
From Head (direction) and Hand (delivery) only leadership » Leadership that also engages the Heart (developing) and enriches the Spirit (authenticity, empathy) - Leadership balance: Head, Hand, Heart and Spirit.
Rewards, benefits, goals and corrective feedback are the dominant force in shaping behaviour » A compelling purpose and work that matches capability with opportunity - Unless all of the stakeholders count, none of the stakeholders count.
A mindset where the employee supports the customer » The employee is treated as if they were a customer - Happy customers draw on happy employees.
A culture of feeling disillusioned, disconnected and discontented » A culture where there is a genuine sense of belonging - Research suggests that a sense of belonging is the single most important factor in retention.
A business development process dominated by "How do we make money from this relationship?" » A business development process that focuses on "How do we best contribute to the customer's/client's success?" - Without trust, you ain't got much.
An organisation reliant upon hierarchy » An organisation that is Focused, Flat, Fast, Flexible, and Fertile to new ideas - The organisation is a team of teams.
The team works for the leader » The leader works for the team - Servant leadership prevails.
A platform where "what" people learn has precedence » A setting where "how" people learn becomes the priority - Speed of learning is the only truly sustainable competitive advantage.
A reliance on rules » A climate where the organisation's values give people permission to act - Research suggests globally only about 15% of employees are engaged.
Insights from "Is It Time To Revisit Your Organisations Values?". Download your copy from our website today https://www.transearch.com/orxestra/downloads
As passionate experts in the executive search and leadership consulting industry we build leadership teams for our clients every day. Learn more about TRANSEARCH International and our wide-ranging approach to leadership acquisition and management assessment.
The organisation that got us here won't get us to where we need to be. The environment, and social and corporate governance (ESG) on their own demand new ways to think and act. Factor in the urgent need for diversity and inclusion, a whole generation who are disenfranchised economically, the combined and unrelenting forces of digitalisation, talent shortages, remote employment, market entrants that reinvent the sector, the avalanche of disruptive technology that lies just around the corner, and we have little choice but to uncover new ways to organise.
The organisational shift demanded falls firmly within the realm of the organisation's culture. Culture is a system. Systems thinking means striving to understand the relationship between each element. And this is where the organisation's values make their entrance. Values are a loadstone, a core/central element in culture that brace (link) the other elements; in particular, the four central pillars of organisation culture: purpose, diversity/inclusion, brand and speed.
Insights from "Is It Time To Revisit Your Organisations Values?". Download your copy today https://www.transearch.com/orxestra/downloads
As passionate experts in the executive search and leadership consulting industry we build leadership teams for our clients every day. Learn more about TRANSEARCH International and our wide-ranging approach to leadership acquisition and management assessment.
Unconscious bias can have detrimental impacts in the workplace – especially when hiring leaders, who have a great influence over an organisation's culture and performance. Unconscious bias can greatly impact who gets hired, who gets promoted, who gets invited to meetings or work social events and ultimately whose opinions influence key decisions.
Fostering diversity in the workplace starts with the hiring process. As executive search professionals we are committed to breaking the bias in the candidate selection process. Jessica Pezim shares 4 ways to break the bias within hiring practices.
Today, burnout is a significant concern for most businesses. Bridget Papanicholas explains three practical, proven strategies to prevent it:
Read "How To Identify And Prevent Mental Exhaustion" leadership insights
