Wedged between a recession and a recovery, most organizations have reduced their workforces to save money and remain viable. Many corporate bosses are evaluating talent to identify and retain top performers, and recruit the “A” players who will position them to be competitive in the years ahead.
Note: This post was inspired by two posts recently published by Dave Ashton of SnapCar. It, like Dave’s “Why I hired you” and “Why I fired you”, is a fictitious note to a fictitious employee. I love Dave’s notes. They should be required reading for anyone looking for a job, or who is in a job and facing difficulties. Caveat: My firm provides executive search, career transition services and executive coaching. Dise & Company Lincolnshire International does not have an existing business relationship with Dave or his firm.
Finding a job in a recession is not easy. Even in good times, a successful job search requires time, patience, and creativity. These days, hiring managers and executives are choosier than ever and looking for reasons to screen people out, i.e., they are looking for reasons not to hire you. However, if you’re able to avoid the most common job search mistakes, you can still land your perfect job, even in this tough market.
Great companies hire great people to do great work. Life happens, people grow, they move on. The empty seats they leave behind must get filled. Top Human Resource pros never stop searching for outstanding new talent that can grow, innovate, invigorate and make their company more successful.
A twelve member search committee spent fourteen months reviewing resumes and interviewing candidates, yet they couldn’t agree on their next president. They were stymied and not likely to solve their leadership problem by themselves. At her wits end the board chair was desperate to complete...
According to the Center for Nonprofit Policy & Practice at the Maxine Goodman Levin College of Urban Affairs at Cleveland State University, 2 of 3 Nonprofits will experience an executive transition within the next 5 years.
A recent Harvard Business Review commentary reported that executives tend to stay with their current employer for an average of 3.3 years before moving on. This rate of turnover requires organizations to remain continually on the lookout for executive talent. Large companies build large departments to keep up with the river of turnover.
Hiring a new executive can be the most important decision management ever makes for an organization’s future. A poor match can impact a company for years to come. A recent study showed that nearly 40 percent of new hires last no more than 18 months in their new jobs. In some cases, a clearly defined onboarding program and thorough orientation would have aligned the newly hired to the culture of the company and expectations for results anticipated by senior management.
Leading executive recruiters go well beyond the search to facilitate the new recruit’s alignment with his new employer. Failure to fit can be fatal for a great career, it can be fatal for an employer, too.
