Sound familiar? Your Human Resource team is small, underpaid, overworked and they think you can find a hard charging Vice President of Sales on your own. Plus, your company wants a sales leader who will make an IMPACT.
Imagine this scenario:
You’re sitting on a nonprofit board where you have invested your time, talent and money over many years. The CEO has unexpectedly resigned leaving behind a dramatic leadership crisis. Because of this sudden change, employees are concerned and keeping the staff focused and maintaining morale proves to be a difficult task. You wonder, “What are we going to do without a leader? What will happen to our funders, foundations and other stakeholders that invest in our programs and services?”
To succeed in today's environment, you must have the highest caliber of employees possible at every level, regardless of your industry. In today's fast-paced world with an increasingly tight market — particularly for executive and management talent — Dise & Company grasps the challenges that must be met in recruiting for key positions.
Executive recruiters are not in the business of finding opportunities for jobseekers. Instead, we partner with our client companies to find executive talent through research, outreach and our own highly developed networks. Creating and nurturing strong relationships with executive recruiters is key to a successful career. Here’s my take on how to befriend executive recruiters with these 3 simple steps:
If you're a hiring manager make sure you seriously consider retaining an executive search firm to find your next senior level employee. Why? Because you can’t afford not to.
Years ago a successful executive coach and personal friend shared a story about a coaching assignment he turned down. His client, a major bank, asked him to work with one of their vice presidents, Toxic Tom. “He's one of our top performers,” they said. “We consider him to be crucial to our success going forward. He has one minor flaw we'd like you to work on with him. He has been known to slap subordinates when he is upset with them.”
My friend turned down the assignment and advised client to refer Tom for psychological counseling rather than coaching.
As a human resources professional, your job includes attracting and hiring great executive talent in order for your employer to succeed. When it comes to recruiting, it's easy to make the wrong hiring decision without knowing it. A candidate may look perfect at first, but you really don't know how her work ethic relates to her resume until you actually see her in action. There are thousands of things you can do to hire better talent, but start by cutting out these 3 common items from your checklist:
Several years ago, I served on the board of a local nonprofit. When our Director of Development left to go to a larger organization, “Mary,” the Founder and Executive Director, immediately embarked on a search for her replacement. ...
Nonprofit CEOs are usually the chief money raisers for their organizations. This means that when a nonprofit CEO tells his board that he’s retiring, alarm bells should go off.
