The current global business environment generated by digital transformation is reshaping the roles that make up the executive ranks. Karen Greenbaum shares key ways traditional executive roles are changing to have greater impact in the new business climate.
Digital transformation requires senior leaders and board directors that can develop a clear digital strategy and address the talent, operational and cultural changes to elevate their business. To fill these positions, the traditional model of selecting candidates on core competences is not enough.
From direct experience as a senior management headhunter, Paola Maria Caburlotto highlights the importance of new agile leadership recruitment approaches to finding the right candidates.
Employees who are mentally and physically healthy are surely happier. So here are a few simple nature-related tips to help cope with that feeling of being overwhelmed.
Change has, of course, been with us forever. The current rate of change, however, is new. This shift is so profound that it challenges the very essence of what it means to be a leader. From a recruitment perspective it also means revisiting the multi-headed hydra known as "FIT". Darren Raycroft explains.
When it comes to pursuing an advanced degree, most professionals wonder 'Will the output of time and energy be worth it?' It’s a big commitment, especially for established professionals who usually have plenty to balance already. Inviting more work can seem daunting. Ultimately, the value of any rigorous endeavour rests in the mind of the person pursuing it.
To stay competitive and attract quality candidates, organisations need new approaches to their hiring efforts. Here are Bedford Consulting Group's top recruitment trends for 2019.
Considering today's disruptive business world, it's never been more important to employ exceptional people who can navigate through and thrive within this ever-changing climate. The question is: how do you find them when they're not looking?
Many organisations struggle to fill key leadership positions because the best and brightest typically aren't seeking a career move. So, if you're posting on platforms such as LinkedIn, your chances of finding the top one percent of talent are minimal. While junior and mid-level management roles may make sense for posting online, filling higher-up positions requires something vastly different than keyword searches and filters. It requires a distinctly human element: communication and connection with the talent.
High-tech tools and experiences do have a role to play in HR, but as other industries are finding as well, people still crave a human connection. On top of wanting a human connection, many people are also experiencing "message fatigue" on platforms such as LinkedIn, particularly with regards to untargeted sales messages.
Given these factors, it's increasingly important for HR professionals to make their new opportunities stand out. However, finding passive candidates isn't easy for most organisations. Here are some key steps for recruitment success.
Start the Conversation
While A-level talent likely aren't scanning job boards, they tend to be open to having conversations about new opportunities. At Bedford Consulting Group, we search for the top talent in any given industry, whether they're in the job market or not. This way, we get to know their career goals and skill levels, and understand what they want and need from their employers.
Tell Your Story
For today's top performers, compensation isn't everything, so it will take more than a higher paycheque for them to consider a move. Company culture is critically important, and that's not something you can convey in a job posting. As recruiters, we play a key role in communicating - up close and in person - why an organisation is a great place to work.
Ask the Right Questions
Bedford has a high success rate for engaging A-level talent not currently seeking new opportunities. The secret to success? Asking the right questions. By doing so, we uncover not only their needs and motivations, but also elements of discord employees have in their current roles. We can then leverage this information and present new options that offer potential candidates what their current job isn't providing.
Understand Why They Stay
In addition to discovering what would make top talent head for the exits, it's important to find out why they stay. Most organisations have a general idea of why their overall employee population stays, but not as firm an understanding of why their top 1% stays. At Bedford Group, we employ a process called "Why Do You Stay" when interviewing high-performing employees to find out what keeps them at their current company. That information can then be used with potential top-tier candidates to convince them the company is a good one to join. If you understand why you're retaining high performers, you can leverage the insights to attract more of them.
Build a Relationship
The competition to win over top talent will only intensify, so it's critical to build and nurture relationships with candidates until the right opportunity opens up. This requires time, continual engagement and deep connections. When you have a strong relationship with the talent, chances are you can win them over with a new opportunity. At Bedford Group, we are trusted advisors to help guide people to the right opportunities with our clients.
Originally published by Steven Pezim on LinkedIn.