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:
Our President Danny Cahill is never one to lack the perfect words to motive, encourage or help close deals... Below is an email he recently sent to our team of recruiters. Hope it makes you think, or at the very least - motivate you on this wintry day!
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 skills gap is widening, unemployment in the U.S. is at its lowest rate since 2000, and nearly 60% of employers struggle to fill job vacancies within 12 weeks.
By 2030, the global talent shortage could reach 85.2 million people—costing companies trillions of dollars in lost economic opportunity.
Industries such as technology, financial services, and manufacturing will be some of the most affected, as they require a high volume of skilled workers—and as demand outpaces supply, competition for qualified candidates will continue to soar.
Two-thirds of organizations are not adequately addressing the infrastructure and operations (I&O) skills gaps that will impede their digital business initiatives, according to Gartner, Inc. Successful I&O organizations will need to implement vastly different roles and technologies during the next five years.
Gartner forecasts that, by 2019, IT technical specialist hires will fall by more than 5 percent. Moreover, by 2021, 40 percent ofIT staff will hold multiple roles, most of which will be business-related rather than technology-related.
With these stats in mind, what does this mean for your organization, and what should you do?
April 2018 was my second year attending theRSA conferencein San Francisco. The conference is an annual gathering of leading information security companies and professionals from around the world. Since I specialize inrecruiting top talentfor cybersecurity technology leaders, RSA is a MUST on my calendar each spring.
The conference tends to remind me a bit of a carnival for adults:
There are popcorn machines at every corner
Each vendor booth competes to be the flashiest and most eye-catching
Free stuff everywhere: t-shirts and other swag, artists drawing caricatures of people, you name it.
All the way down to the cheap attempts to draw visitors to their booths by having attractive women dressed up in pigtails and short skirts (THAT is a whole separate blog topic…)
I remember that first year thinking“where the hell am I?”Yet once the glitter and shine faded away, I was able to make a better assessment of the experience in its entirety. This year I wasn’t as distracted by the masses of people, food, amusements and flashing lights. I was a smarter, less distracted and way more successful attendee.
I’d like to share some of my observations and experiences–in the event you will be attending the RSA conference, or any large conference in the future, and help you get the most out of it:
As a seasoned executive recruiter, I cannot stress enough how difficult it has been lately to get the dots connected between my clients and candidates. By dots I mean it being a "candidate-driven" climate, with unemployment at an all-time low of 4%.
The candidates of “today”, including recent college grads, have many, many employment options. Most industries, including manufacturing, are booming and companies need to hire many more talented folks. Great problem to have, right? One would think so. Yet, I have recently experienced most clients not moving fast enough with their offer letters and losing great candidates to their competitors.
So WHY are employers wasting time over extending job offers? If I can make one important suggestion it is this: PULL THE [email protected]#$ING TRIGGER IF THE CANDIDATE ROCKS YOUR WORLD, because I assure you that he/she will be gone tomorrow!!
June 26 was my 1 year anniversary as an Insurance Recruiter with Hobson Associates, and what a year it has been! Deals came together, deals fell apart, I traveled to Texas for my first conference, learned an ENTIRE industry from the ground up, got over my fear of cold-calling, and was promoted to Associate! How did I achieve all of this in 365 days? I came in early, worked through lunch many times, and some days I made close to 100 recruiting calls! I won’t lie, putting in the hours is not exactly easy, but compared to the mental stamina required to thrive in any career, it’s a walk in the park. That’s why the #1 best piece of advice that I received from my mentor, Robin, this past year-even above all the terminology and protocols for doing my job-was this:
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 both retaining a headhunter or working on a contingent model. There are benefits and detractors to each.