That is the question … if you are a hiring authority and are considering enlisting the help of an Executive Search firm to assist with a key hire. So, what do you do? I’m here to help. The real answer is that there is a time and a place for each when retaining a headhunter or working on a contingent model. There are benefits and detractors, depending on your situation.
Happy New Year! Now that the holidays are over, this is the perfect time to refresh your job search and make plans to hit the ground running.
Check out these tips from The Muse on how to make sure 2020 is the year you get HIRED.
Most of the time during your job search, you’re the one who is responsible for making all the first moves in the process. It’s up to you to write a stand-out resume, find an opportunity that’s right for you, apply to the position(s) and really market yourself to the company/hiring manager. But if you’ve got an impressive enough background or a mastery of hard-to-find skills, chances are that recruiters will be the ones reaching out to you.
So, what should you do when a recruiter contacts you? Here’s what Glassdoor had to say about it:
Any season may be the season of your discontent -- if you don’t take care to source, hire and onboard seasonal workers who represent the best that your business has to offer.
Many pitfalls plague employers that must supplement their full-time staff for the summer, for tax season, or for any other portion of the year when business peaks. Most of these troubles stem from a failure of the company’s leadership to devote energy and resources to assembling an optimal seasonal workforce.
Are you willing to take a fresh look at your seasonal operations to see where you might improve your staffing? Consider these 10 approaches to fielding workers when the annual rush is on.
Hobson Associates Senior Staffing Associate Jennifer Millea recently participated in the Cheshire Chamber of Commerce's ‘Women In Business Alliance’ lunch in Cheshire, CT. The Alliance is comprised of women business leaders and professionals in the local community who gather to share their professional experiences and collaborate on local opportunities. This month's theme was "The Changing Workplace" and Jennifer, along with other local business professionals, did presentations for the group. Jennifer's topic was focused on staffing and hiring trends in the workplace.
For most people, having dogs in the workplace seems like something out of a dream. These days, however, more and more offices are going to the dogs. While it’s not always feasible due to allergies or regulatory concerns, companies have come to realize the many benefits of adopting a dog-friendly workplace.
Not to miss out on the fun and benefits-Hobson Associates has recently instituted "Dog in the Office Fridays" with a rotating schedule of one puppy guest at Hobson's headquarters office each Friday
According to animal health services company LifeLearn, here are 8 advantages of a dog-friendly workplace.
Hiring a new employee is an exciting time for both employee and manager. The first few days and weeks on the job are an essential part of the introductory period. Yet, a poor onboarding experience can ruin a new job for any employee.
As their manager, it is your responsibility to ensure their first impression is a positive one. It’s important they settle in well and overcome any initial hurdles of a new workplace and a new environment as quickly as possible in order to begin adding value to your team and organization.
FACT: Nearly 33% of new hires look for a new job within their first six months on the job.
How can you prevent this from happening and ensure you’re giving your new employee what they need?
The phone interview has become more commonplace than ever during the early stages of the interview and hiring process. This is a way to efficiently screen through large candidate pools, as well as minimize interview expenses for out-of-town candidates. For some remote positions, a phone interview may be the only method.
Below are some ways candidates can ace their next telephone interview, according to Glassdoor:
The media has focused a lot on millennials in recent years, but now it’s time to give some attention to the millennials’ future co-workers: Gen Zers.
According to Forbes.com, Generation Z is made up of “those born between 1995 and 2010, which means that the oldest are about 22 and are just entering the workforce”
As a recruiter, I have placed several recent graduates in their first “real” job, and I can honestly tell you it has been refreshing to work with these young candidates!
70% of CEOs say that “Talent” is their “highest priority”. 90% say Talent is their #1 asset, but almost no one LIVES it. We react when we have someone quit or behave badly, but do we really know what it takes to build and KEEP a good team?
It’s a no-brainer that the best way to grow your small business is to hire quality employees. While doing this will be one of your biggest keys to success, it is also the most difficult to achieve. One good employee can propel your company forward, while a bad hire can set back productivity, damage morale, and cost an employer both time and money.
Here are some tips to making your next smart hire(s) a reality: