That is the question … 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 next? Do you work on a retained basis, contingent, or a mix of the two?
We're 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:
Lately I have dealt with some good candidates who end up interviewing badly. What gives? They have the smarts, education, technical/sales knowledge, and most importantly, the experience. Yet, they fail to connect with the hiring manager or convince the company that they should be their next hire. This can happen for a few reasons:
The hard truth is that not everyone who wants the job will get the job ... Here are some basic pointers for these two types of people I mentioned, or anyone really, so you can present your best self and land the job you’re truly excited for….
What will you be doing this summer?
Well, hiring managers, that depends on what you do this sales quarter. Your and your team’s actions NOW will determine whether Q3 will be a “summer’s dream” or if you will spend it catching up and trying to save the year.
As you may already know, the summer months tend to be slow for hiring, due to both distracted candidates and companies that have decisions-makers on vacation. So right now is the time to make up for any lag that may start setting in on June 21st.
Here are some tips to help you soak up the summer, all the while accelerating your business!
Unemployment is currently at historic lows. A really positive thing, right? The flip side: think it’s tough to find great talent NOW? New research from the Korn Ferry Institute shows that finding new talent is only going to get more challenging in the coming years.
April 2018 was my second year attending the RSA conference in San Francisco. The conference is an annual gathering of leading information security companies and professionals from around the world. Since I specialize in recruiting top talent for cybersecurity technology leaders, RSA is a MUST on my calendar each spring.
I’m a baby boomer who recruits for a living. I speak to people from all walks of life on a daily basis, many of them being millennials. One of the hottest topics out there right now is the subject of generational differences in the workplace. As discussed in a previous Hobson blog, chances are, you currently work with or have managed employees from each generation. In order to have a successful organization and increase your profits, you must deal differently with each demographic.
According to an article by Medium.com “with Millennials being the largest generation in America with over 75.4 million according to Pew Research Center and surpassing Baby Boomers with roughly 74.9 million, we need to find effective ways to bypass these differences in the workplace.”
One of the most common and challenging examples of this is when these different generations cross paths in the job interviewing process. Here are some tips for millennials, when being interviewed by a baby boomer:
Being a recruiter in this current candidate-crazy job market (a market in which there are more jobs openings than qualified candidates), I’ve been questioned, dodged and insulted by candidates more than ever. And it’s not just me -- the partners and senior recruiters at my firm, some who have been in the industry over 20 years, feel the same pain!
However, as soon as I decided to put myself in a candidate’s shoes, I began to truly see and understand where they are coming from:
CANDIDATES ARE GETTING CALLS FROM GREAT AND NOT-SO-GREAT RECRUITERS—WITH GREAT AND NOT-SO-GREAT JOBS!
Are you a hiring authority with open jobs, yet are not seeing the right “traffic” of candidates? If so, you are not alone. In fact, this is one of the biggest pain points hiring authorities express to me before hiring me. From their side of the highway, it’s a wide open road to their inbox… so where’s the log jam?
Here are a few reasons:
It’s 2018… old news by now. Well, check out this news: companies today have a different set of challenges and risks, and I’m not referring to cyberattacks or industry competitors … As an experienced executive technology recruiter who specializes in placing senior and sales management, I’ve seen it ALL since 1999. Here’s my take on the top hiring issues that CEOs may be ignoring, and putting them and their companies in danger of failure.
The job market is the hottest it’s been in over 20 years…
And the data backs it up: The Bureau of Labor recently reported the national unemployment rate at 4.1%.
That statistic certainly does not benefit companies who need to grow their teams and/or hang on to talented employees. Many skilled positions are even harder to fill than the national average--especially those in engineering, technology, education, and medical fields.
When competition for talent is fierce, bringing in a knowledgeable and specialized recruiter can be the secret weapon you’ve been needing to win against the competition. A recruiting partner can bring you value by recruiting passive candidates (those who have their heads down, not looking for a new job) and by helping share your story, such as company culture, which is essential when recruiting top professionals. The best recruiting firms also use data and analytics—to pinpoint the best way to find and recruit exactly who you need—and to reproduce those results time and time again, even when talent is hard to find.
Recruiting specialists such as Hobson Associates happen to be pioneers of recruiting data and analytics, giving you: