Job Seeker Resource

Have you ever wondered what the secret is to make better hires? Finding an ideal candidate can certainly feel like an uphill battle. You’ve likely experienced the disappointment of bringing aboard someone you believed to be a dream hire, only to discover too late that they completely missed the mark. While it’s true that bad hires can slip through the cracks, it doesn’t have to be this way. What if I was to tell you that there’s a recruitment tool you can use to help you select an ideal candidate each and every time you hire? One that’s relatively straightforward to use, and has a high success rate? It’s called a candidate profile, and it has the power to change your hiring game for the better. If you haven’t come across one before, you’re probably curious to learn if it’s really worth trying out. Well, let’s just say there are few recruitment tools that are as effective, easy-to-implement, and budget-friendly as a candidate profile. Already intrigued? The following guide will teach you everything you need to know about candidate profiles. It will not only explain what a candidate profile is and why it’s a valuable recruitment tool, but it will also arm you with expert tips to create one to use for your next hire. What is a candidate profile? Are you deep in the hiring process? The first step to finding the right person for the role is visualizing your ideal candidate. Luckily, a candidate profile can help you do just that. To help you come to a better understanding of this term, it’s helpful to think about a tool called a “customer profile”. Used by marketing and sales teams, a customer profile is a description of what the best possible customer looks like for a given product. For example, it may include their age range, their interests, their gender, what they do for a living, their purchasing behaviors, pain points, professional skills, and their social media usage, among other notable qualities. The purpose of this description is to allow the marketing and sales teams to create a character profile of the people that they are targeting. Chances are, they might even give this individual a name. For instance, the customer profile may be Sam, a 34-year-old mom who shops online, has a part-time job as a sales assistant, loves watching true crime documentaries, and is the primary shopper in her household. The better that the sales and marketing team understands this individual, the better they can advertise to her. When it comes to hiring, candidate profiles serve a very similar purpose. This is an opportunity for the hiring manager to determine what type of person they are looking for. While you may already know what position you want to fill, the next step is understanding what type of candidate you would prefer for that role. The hiring team can work together on creating this vision of the ideal candidate. Here are some of the things you may want to include: Personality traits Preferred hard skills and soft skills Work experience and education Nice to have attributes and key skills Must have qualities (qualifications) Success traits Long term career goals Using all of the above will help you filter out the better candidates from the more average applicants. You can use a candidate profile during the recruitment process to find job candidates that suit your company’s culture . Creating one will give you a full picture of the type of person that’s best to fill your open position. However, there’s one important thing to note here. When you’re creating your candidate profiles, you need to steer well clear of demographics. The reason is that it’s against the law to base hiring decisions on aspects of a person’s background. While it’s perfectly fine to highlight the specific personality traits that are your must-haves, you shouldn’t be taking into account a person’s race, age, religion, or sexuality among other crucial factors. According to the US Equal Employment Opportunity Commission , “an employer may not base hiring decisions on stereotypes and assumptions about a person’s race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability or genetic information”. The recruitment process should always be based on merit. In other words, a person’s ethnicity, or other demographic traits, should never define your hiring decisions. However, their skills, educational background, and work experience should. The fact of the matter is that everyone should have the opportunity to work for professional organizations. Hiring managers need to keep this rule in mind when they have an open position to fill. Things to include in an ideal candidate profile The value of a candidate profile Now that you have a better understanding of what a candidate profile is, let’s talk about why it’s important. Having the ideal candidate profile prepared will make certain aspects of the recruitment process easier. For that reason, your team can benefit greatly from this step. Before you get started creating a candidate profile, let’s take a look at a couple of the reasons they matter. They make it easier to write job descriptions Needless to say, writing a detailed description of the role you wish to hire for is the key to finding ideal candidates. With that in mind, knowing exactly what you want will make all the difference. Regardless of the job boards you tend to use, you want to perfect this element of the hiring process. Well-written job descriptions include a variety of information including personality traits, hard skills, soft skills, job duties, nice to have qualities, and any other key traits and skills your dream hires should have. The more you know about the right candidates for the position, the easier this step will be. Of course, the most detailed job descriptions also include additional information relevant to the role. For instance, you may want to include any professional development opportunities that will be open to successful candidates, or company perks that they can look forward to. Adding in these extra details to each job description will go a long way in attracting the right candidates. They help refine your sourcing strategy Sourcing the right candidates is no small feat. Once you’ve finished creating a candidate profile, you will have a solid foundation to build upon. That information can help you determine how you will start your candidate outreach. While you may usually follow a standard step-by-step process when it comes to posting job descriptions, it’s worth spending some time refining your sourcing strategy. After all, your idea of the perfect candidate for a job may affect where you advertise the role and the wording you use. Believe it or not, research suggests that experienced employees prefer different means of communication to newcomers . So knowing how to best target people will mean that you can get the top candidates applying for the position. How to create an ideal candidate profile Ready to get moving? Creating an ideal candidate profile is a craft. If your recruiting team is new to this, they may need some pointers along the way. Since this tool will help to shape the selection process, getting it right is essential. So, before you start your hunt for your next hire, take the time to draw up this description. Here’s what you need to know. 7 tips for creating an ideal candidate profile 1. Describe the unique qualities of the role Attracting high-quality candidates doesn’t have to be challenging . When creating an ideal candidate profile, you need to identify the qualities of the role. Of course, each position is unique and, as such, requires a specific set of key traits. While you may have filled similar vacancies before now, don’t make the mistake of thinking that any two positions are ever the same. You won’t be looking for the exact same person, but someone who is similar. For example, if you are looking for a sales team member, the main job duties may include meeting new clients, talking to them about products or services, and becoming their main point of contact. In that case, you know that the ideal candidate will be a people person who has a ton of natural charisma. These, as well as other qualities that are considered soft skills and hard skills that are relevant to the role , should be a real priority when you’re hiring new candidates. A useful way to pinpoint precisely what tasks, hard skills, soft skills, must-have qualities, nice to haves, success traits, and other qualities you’re seeking is to conduct a job task analysis . It’s regarded as a relatively straightforward way to improve the quality of your job posting, and in turn, find an ideal candidate. 2. Define your company’s identity and culture Company culture has become a hot topic in recent years. A massive 88% of job seekers say that company culture is important when finding a job . There’s a reason for this strikingly high statistic. New employees don’t only want to know what the role entails, they also want to know whether they’ll fit into the organization . So, when you’re creating an ideal candidate profile, you should take the vibe of the workplace into consideration. Having a better understanding of your company’s identity will help you along the way. You can look back at the business values or the shared company vision. All of these details matter more than you might expect. When you’re painting a picture of potential candidates, you should consider how they will fit into the structure of the business . 88% of job seekers believe company culture is important when finding a job, according to Jobvite 3. Assess your top performers Next up, look at the successful employees that you already have among the ranks of your business. This is especially important when it comes to filling similar vacancies. Your top performers are likely to be current employees to whom you offer leadership opportunities. When you’re writing up an ideal candidate profile, you can look at their personality, soft skills, and other qualities. It’s likely that you will want new candidates to be similar. While you can’t expect perfection from a new employee, you do want to get the creme de la creme to apply. Take a look at the first-year performance of some of your best employees for reference. This record is what you’re trying to emulate. When you’re finding your new hire, you should look for a potential candidate whose traits give them the potential to follow a similar path. Alongside your hiring team, take a moment to list these and other traits. For instance, you may list attributes such as intelligence, hard-working, dedication to the role, and willingness to learn new things as must-haves. Once you have a well-rounded view of what great candidates bring to the figurative table, you can use it to add some color to your ideal candidate profile. 4. Define hard and soft skills The perfect new hire for a job needs to have a good mixture of hard skills and soft skills . When you’re coming up with this list, you can split it into two sections: ‘nice to haves’ and ‘must haves’. Put simply, these are the success traits that you will need from potential employees. If you’re hiring for a sales manager, a hard skill might be organization, while a soft skill might be strong public speaking skills. As you start to visualize the person that you need for the current job vacancies, you can pepper in some of these skills. Try to be as detailed as possible. The more in-depth you go, the better you will understand how to find the right candidate. Struggling to figure out what hard and soft skills new candidates need? Try asking your hiring team some pertinent questions. For instance, you may ask, ‘What success traits does the new hire need?’ or ‘What skills will they use for their day to day duties?’. 5. Know your candidate demographics When you start bringing together all of the above information, you can create an ideal candidate profile from scratch. The next step in this process is to know your candidate demographics. As we have already mentioned, this doesn’t apply to legally-protected traits, such as age, gender, race, and sexuality. However, you can use other traits to start to get an idea of what quality candidates will look like. You may be able to put potential employees into different categories depending on their demographic. For example, you could have two ideal candidate profiles for a specific role. One might be a more experienced worker with a greater understanding of what the job entails, while the other might be new to the field but have a flair for learning. Being open-minded to the different candidate profiles will help you during recruitment. 6. Bring all your research together to build a candidate profile Now that you’ve spent some time considering what the ideal candidate will bring to your company, the next step is building the profile. Think of this like story-telling. You want to flesh out candidate profiles with as much color and detail as possible. You’re creating a character so be descriptive and add in anything that you think is important to the role. You will need to work as a team to get this right. Collaborate and write a detailed description of the best candidates you can imagine. You will include everything from ‘must haves’, to ‘nice to haves’, to the innate traits that would work well for the role. The managers in charge of this new role will be able to reflect on this description when advertising it. 7. Keep the candidate profile at the forefront of your mind at every stage of the recruitment process The candidate profile comes into play during the entire recruitment process — from the moment that you post on job boards to when you find the perfect candidate. You may find that your team members can use this profile when they are writing the job description, as well as during the interview process. The aim of the game will be to find candidates that most closely match the profile that you have created along the way. Ahead of making this all-important hiring decision, you will know what types of candidates you prefer. In the simplest terms, that will mean that the hiring process is faster and more efficient. Armed with a vision of the ideal worker, you can quickly filter out candidates that won’t make the cut, saving you time, energy, and effort. Final thoughts Now that you’re well-acquainted with candidate profiles, it’s time to set the wheels in motion. This is the part where many human resources and business leaders fall down. They understand what candidate profiles are and why they’re worth making, but can’t always create them for each hire. It’s understandable that you want to avoid adding another task to your never-ending to-do list. But think about how high the stakes are and how expensive and time-consuming it will be to re-do the hiring process in a few months if you get this wrong. By spending a few hours putting together a candidate profile, you’re significantly elevating your chances of finding an ideal candidate for the important roles you’re trying to fill. Hiring the right people will help lead your business to success. As the late Robert Half, founder of the eponymous employment agency once said, “Time spent on hiring, is time well spent.” Source: https://vervoe.com/ideal-candidate-profile/

Pride in the workplace is about more than just feeling good. It’s an essential factor in employee engagement – ­­­­and one that’s all too often ­­neglected. ­­When it’s present at work, it inspires individuals and teams to achieve more, communicate better, and build upon each other’s strengths. When it’s not present, things can get ugly. Really ugly. And what is “it”? It’s the often abstract yet extremely powerful feeling of “pride.” Pride is deeply personal, and yet it also acts as a sort of currency in relationships; if you care for and trust the people you work with, you’re naturally inclined to go the extra mile. Whereas if you don’t have pride in your company or colleagues, things fall apart fast. What is workplace pride? At its most basic, workplace pride is exactly what it sounds like: being proud of where you work. When employees have pride in their workplace, they believe in the company – not just what it produces, but how it operates, how it treats its people, and how it engages with the community at large. However, too many workplaces fail to recognize that pride can’t just be created from a well-crafted mission statement. Pride is cumulative. It doesn’t come from just one thing, but rather from a series of actions and events that are reinforced over time. For example, say you run a clothing company that preaches sustainable production and sourcing practices. But other parts of the business are at odds with that mission. Maybe employees are pushed to unsustainable levels, or the office is stocked with plastic-wrapped snacks. These types of things will undermine any sense of pride. The 3 levels of workplace pride What makes employees proud of their company? Just as pride comes from cumulative efforts, pride itself lives in layers. Workplace pride happens at three levels: Your job – e.g., you take pride in the work itself. Your team – e.g., you are proud to work with the people around you. Your company – e.g., you are proud of the company’s mission and reputation. Ideally, your employees should feel pride at all three levels ­– but that’s often not the case. Take the following three scenarios as examples of the drastically different ways pride can show itself in the workplace: Scenario 1: Pride in the work Mayuri is a data scientist who is proud of how her research helps others solve problems. But her company recently laid off hundreds of staff and the story was reported in the news. Because of that, she now has little pride in the company as a whole. Scenario 2: Pride in the work and the team As a curator at an art gallery, Pete works closely with world-renowned artists and feels a strong sense of pride when he thinks about his team. The gallery is also non-profit, supporting local artist communities, which gives him pride in the company. Scenario 3: Pride in the work, the team, and the company When a hurricane hit Louisiana where Ava’s homewares company is based, their operations and supply chain teams quickly worked to move supplies to stores in the storm’s path. Ava’s CEO announced they would donate $1 million to help those whose homes had been affected. Ava felt great pride in her work, her team, and her company. Real examples of employees who feel workplace pride Take this real employee story from Sandra Jones, Sr. business systems manager at Management Recruiters of Tallahassee (MRT). Sandra is especially proud of the team she works with: “I work with a truly amazing team at MRT. One of the advantages of working here is that I'm surrounded by a lot of sharp people who genuinely care about the people they come in contact with each day. Our team is really passionate about what they do because they know that their contributions and ideas matter . It's refreshing to work for a company that will help you grow and meet your goals to succeed and that's why I'm proud to be part of the MRT” Another real-life example, from Certified™ workplace Tax Relief Advocates. Case manager Amber Godinez takes pride in her individual work and her company: “I’m proud to come into work every day knowing that our services are here to help the clients are here to ease their way through the harsh IRS process. And being able to connect with my clients personally and let them know that I am here for them. And this company provides a lot of support to our clients. Clients know when they're finished, that we've taken care of them. And that makes me proud to be able to take care of clients and know that I can help them and ease their day and their life.” Why is workplace pride important? Pride is more than just a feel-good thing. It creates a stronger, better, more engaged workforce . In fact, Great Place To Work® research has found that when employees feel proud to work at a company, they are: 6 times more likely to endorse their workplace to others 2 times more likely to want to stay with the company for a long time 1 times more likely to say it’s a great place to work There are plenty of ways that workplaces can foster pride and great relationships, from collaborative lunches to career-development training pathways to sharing real examples of how employees’ work is impacting clients and the community. Most importantly, the best workplaces set the stage for building employee pride via trust with clear expectations and two-way communication. As I mentioned earlier, pride is cumulative, so there’s no single recipe that will ensure each and every one of your employees beam with pride. But when you put in the effort to create a culture of trust, you’re taking a step in the right direction. Source: https://www.greatplacetowork.com/resources/blog/the-value-of-building-pride-in-the-workplace

Recruitment is a competitive, ever-evolving industry, and you need to ensure you have a solid recruitment strategy in place in order to succeed. Being a recruiter means being pulled in multiple directions at the same time and still moving forward with a clear strategy. Not only must you find great candidates, but you also need to screen them, schedule interviews, follow up , coordinate new hires, and everything in between. Incorporating new trends and tools into your strategy allows you to stay current. It creates a great impression of your company, helps you excel in your position, and, most importantly, allows you to spend more time connecting with qualified candidates. So, today we are sharing our top tips to enhance your recruitment strategy. Simplify your recruiting process If your application and interviews are inconvenient and time-consuming, shorten it up by combining a couple of recruiting steps. If you have an application form, in-person paperwork, and an online assessment, meld the three together into one package, and have candidates sign and send it back using document signing software. Review your process with a critical eye and cut out the unnecessary parts. People are generally looking for work now, not in 4 months’ time. You are losing interested candidates to a long process when competitors can offer them another position in half the time. Be clear about what you are looking for The best way to find great candidates for your open positions is to be honest about what you’re looking for. Be transparent about what the role entails, and give them an opportunity to show their skills and demonstrate why they are a good fit. We also recommend including a salary range in your job advert. This will improve your chances of attracting top-tier talent, as many highly skilled professionals will not consider applying for a role that doesn’t include a prospective salary. Don’t waste time sifting through resumes looking for applicants that meet every single one of your desired qualifications – you’re likely to miss out on some great talent that way. Be flexible and open to hiring proactive people with the attitude to learn as they go and grow as part of your company. Instead, focus on the must-haves and use the cover letter and resume to get a sense of their writing style, personality, and drive. Leverage social media Social media can be a great way to connect with potential candidates and create a positive impression of your brand. Use social media to post job openings, share business updates, and give people a behind-the-scenes look at your business. You can also use social media to connect with candidates on a personal level, which can make the recruitment process more human and relatable. It also allows you to share more about your company culture, workforce, and approach to leadership, which can help attract high-level talent and increase trust in your brand. Make sure you are active on the platforms that your target candidates are using. Set reasonable goals and objectives for you to achieve and start expanding your reach by getting employees involved in your online activities. LinkedIn is a great place to begin if you’re unsure where to start. Here you can interact with current and prospective candidates and reach a wide network of professionals and freelancers in your field. Advertising on LinkedIn Recruitment advertising is one of the most important – and expensive – aspects of your recruitment strategy. So if you use them, it’s essential to make sure that your ads are targeted, clear, and engaging. LinkedIn can be a great place to advertise your open roles , as you can target people based on their industry, skill level, experience, and more. This is a great way to level up your recruitment strategy and attract talented individuals with the skills and experience to ensure future success for your business. Position your business in the best light to attract top-tier talent Your recruitment strategy should be about more than just filling open roles – it should be about positioning your business as an employer of choice. Attracting top talent requires that you have a strong employer brand. Make sure your website, social media channels, and job postings are all up-to-date and showcase your business in the best light possible. Remember to highlight your company’s unique culture, values, and mission. And don’t forget to emphasise the benefits and perks you offer, such as flexible working hours, remote working opportunities, and development programs. Qualify your candidates using technology There are many great tools available to help you screen and qualify candidates. Take advantage of them! Utilise online assessments to test for specific skills related to the role you’re hiring for. Look for software that can automatically score the results and rank the candidates so you can quickly identify the top talent. Additionally, use tools like video interviewing to get to know your candidates better. This is a great way to see how they communicate and interact without the time and expense of an in-person meeting. Pre-screen candidates Before you interview a great candidate, take the time to do a 5-10 minute pre-screen with them. Go over the high-level needs of your job and make sure they are a fit before taking up both of your time on a full-length interview. While pre-screens take extra time, they can shorten your list of 10 potential candidates down to 4 great candidates. Now you are only meeting with applicants who best match your role. Make pre-screens a critical part of your recruitment strategy. Change up your interview process Successful interviews pave the way for successful job placements. However, if your current recruiting efforts aren’t getting the hires you need, it may be time to review your recruitment process and shake up how you conduct your job interviews . Instead of doing telephone interviews , try conducting them via Teams or Zoom. This will help you to get a better read on each of the candidates, as you will be able to view their personal demeanour and overall attitude more clearly on a video call . Panel interviews are also worth conducting, as they allow you to gather the opinions of your leadership team about each candidate before making a decision. This means that new hires become a group decision, as opposed to the individual perspective of one person. Get creative with your questions, too. Instead of the same old “What are your strengths and weaknesses?” try asking something new. Like, “What would you do if you were faced with XYZ problem?” or “How do you handle stress in the workplace, especially in a team environment?” These questions will help you better assess each candidate’s ability to think on their feet and critical thinking skills. Before you start your next hiring process , take some time to review the interview questions you’ve traditionally stuck to and consider mixing them up. Stop playing it safe, mix up your tired, outdated interview format and elevate your recruitment strategy. Focus on your follow up Respect the time and effort that applicants put into preparing and attending interviews. Let all candidates know the next steps before they ever leave an interview. If you are delayed in making a hiring decision, follow up to let your applicants know what happened and when they will hear from you. And when you finally make your selection, thank everyone who applied, and let them know you’ve hired someone else. This may be time-consuming, but it’s an easy way to ensure your company has an excellent market reputation. Remember, you never know when someone you previously interviewed may become the perfect fit for a new role later. Keep hold of their information, as you may be able to offer them another role in your business further down the line. Talent doesn’t grow on trees. Maintaining positive relationships with former applicants could prove a valuable resource later on. Don’t burn your bridges right after you’ve built them. Update and streamline your technology Using five different systems that don’t integrate is incredibly time-consuming and frustrating. Having the right technology in place can help your recruiting strategy and minimise manual tasks that are holding you back. Your current system could be causing you to miss out on excellent applicants already in your pipeline. If you are using Excel spreadsheets to manage recruitment for multiple departments, it’s time to upgrade your software. Consider investing in an applicant tracking system . Retain your best employees instead of recruiting You should take retention as seriously as you take your recruiting efforts. Employee turnover is a major problem, but there are ways to avoid it and build a stronger, more cohesive team. The absence of a good employee is felt both financially and culturally. Put your employees first. People are the most important asset to any business, and companies that value and reward their employees will strengthen their employer brand. You cannot force a great employee to stay, but you can do everything in your power to prevent them from thinking about leaving in the first place. Ramp up your retention, so you don’t have to ramp up your recruiting game . Hire a specialist to help with your recruitment strategy You don’t have to do this on your own. Remember to leverage your external resources to get the support you need. If your current recruitment strategy isn’t working for you, it’s time to make a change. Airswift has the expertise you need. Our recruiters work with hiring managers to find technically skilled individuals they need in a wide variety of industries. Not only do we understand what these roles entail, but also what the market looks like. Let’s work together on your contract hires or permanent placements to ensure that all your needs are met in your next hire. Our team specialise in helping clients find qualified, talented individuals that are a good fit and will be long-term assets to their business. Our team provides our clients the necessary support to reach their goals and build a workforce with the skills and experience required to secure future success for their business. Connect with us today! Source: https://www.airswift.com/blog/recruitment-strategy

Talent acquisition professionals know better than anyone that hiring speed is critical. Enterprise companies must find the right candidates quickly to fill open positions, and job seekers should encounter very little friction in their recruiting experiences. While recruiting is a tedious, time-consuming process, requiring multiple steps and interactions along the way, the right technology enables large companies to reduce manual tasks, streamline and accelerate the hiring process, and align to business goals and outcomes. While you may know Jobvite from its early days as an ATS provider, the company has been on a multi-year journey to build an enterprise-grade solution that optimizes complex workflows and accelerates hiring outcomes. Jobvite’s best of breed talent acquisition technology streamlines hiring across the entire talent acquisition lifecycle and offers a transformative approach in the market — to deliver predictable hiring outcomes, create exceptional experiences, and increase recruiting capacity at scale from a single talent acquisition suite. Purpose-built to meet enterprises where they are, Jobvite offers a comprehensive solution ideal for organizations frustrated with point solutions that are too narrow, or HRIS and HCMs that are too broad. Here are five ways the power of enterprise-grade talent acquisition technology can speed up recruiting, helping your company stay ahead of the competition and find the best talent in record time. #1: Sourcing & Candidate Nurturing Jobvite’s enterprise-grade Source and CRM solution helps recruiters spend less time sourcing and more time connecting with the right candidates. Recruiters can easily identify candidates, engage and segment talent, and build relationships with candidates at scale. As a result, recruiters are able to identify and attract high-quality candidates much faster. This technology enables talent professionals to segment talent pools into strategic audiences and create personalized campaigns to drive conversions. What’s more, you’ll receive real-time insights into recruitment marketing campaign performance and candidate engagement levels to stay agile. #2: AI-Powered Candidate Matching Jobvite’s recruiting technology offers an innovative solution for finding candidates who match the requirements of your open roles. With AI-powered candidate matching , recruiters can efficiently screen and identify the most suitable candidates for the job. This tool uses machine learning algorithms to understand the job requirements and match them with the candidates’ skills and experience. It can even recommend jobs to past candidates and match interested applicants with the right role. This technology not only saves time, but also improves the quality of hires as it reduces the risk of bias in the recruitment process. It’s an essential asset for any recruitment team looking to speed up efficiency, reduce bias, and improve the quality of hires. #3: Applicant Tracking Recruiting technology has revolutionized the talent acquisition process, making it faster and more efficient than ever before. One of the most powerful tools in this regard is the applicant tracking system (ATS) in Jobvite’s Evolve Talent Acquisition Suite. This system streamlines the recruitment process, from sourcing and screening to interviewing and hiring. With features like automated resume parsing, customized job postings, and candidate tracking, Jobvite’s ATS can help your recruiters save a significant amount of time and resources. Furthermore, it provides real-time analytics and reporting, allowing recruiters to make data-driven decisions and measure their effectiveness. Find what fits your team’s recruiting needs using configurable dashboards, workflows, and feedback. Ultimately, this modern ATS technology can empower your team to collaborate with a portal that enhances communication, fosters feedback, and ensures greater hiring success. #4: Data Analytics One of the biggest hurdles to developing an efficient recruiting process is the time and effort that goes into identifying your current bottlenecks to start with. With comprehensive insights into hiring efficiency, data analytics allow you to make improvements and streamline your hiring to reach new heights in no time. The Jobvite Analytics dashboard is purpose-built to uncover hiring trends, spot recruiting bottlenecks, and identify areas for improvement, so you know exactly where to dive in. Taking the guesswork out of hiring efficiencies means you waste less time pinpointing what needs to be improved and more time focusing on how your recruiting process drives results and contributes to business outcomes. #5: Onboarding Onboarding is another area where recruiting technology can significantly impact new hire productivity and set your candidates up for success. Jobvite’s Onboarding solution allows you to provide a top-notch experience that streamlines the new hire process and gets them productive faster. You don’t need multiple outside integrations when you have every tool you need in one comprehensive platform. See the Power of Purpose-Built Technology for Yourself When you leverage best of breed technology that integrates into your existing HR processes and workflows, you can drill down into creating a more effective and efficient talent acquisition function in your business. Whether it’s through ATS and onboarding technology, building relationships with candidates through CRM, or ensuring you have access to centralized data, Jobvite has an entire suite that helps you recruit faster, connect with stronger candidates, and deliver exceptional outcomes. Source: https://www.jobvite.com/blog/how-the-right-recruiting-software-speeds-up-hiring/

Here’s what you should be getting ready for in the year ahead to create great workplaces where every employee can succeed. For companies trying to build great workplace cultures, 2024 promises a complex challenge. Artificial intelligence (AI) is upending the workplace, and employees are clamoring for training and tools to stay ahead of a rapidly changing business environment. Politics and a U.S. presidential election threaten to divide us at the exact moment when companies need to come together to solve big problems. Environmental concerns are rising, and the efforts to remake the industries of the world will impact every company. Attend our annual company culture conference May 7-9, 2024 And the social issues that took center stage after the murder of George Floyd are still with us. Chief diversity officers and diversity, equity, inclusion & belonging (DEI&B) leaders have seen their roles change and diminish in the face of recession fears. Mental health issues haven’t disappeared along with the daily pandemic headlines. With each of these challenges, business leaders have an unmatched opportunity. New data from Boston Consulting Group shows more than a quarter of employees globally are ready to leave their current jobs. The best way to keep your talent? Become a great workplace, where every employee has a consistently positive experience. Great Place To Work® research shows that it’s the company, not the industry that determines how employees feel at work. It’s not the size of your company, either. The key ingredient is employee trust , where leaders build deep relationships with employees in all job types and role levels, where workers are proud of the work they do , and feel a sense of belonging to the people they work with. Here’s what that will require in 2024: 1. Make trust the most important asset for your business Trust has never been more valuable, and the year ahead will only make trust harder to earn. The rise of artificial intelligence, a raucous presidential election cycle, and ongoing transformation of digital information systems will force consumers to ask more questions. “We’re entering an era where trust will mean 10 times what it meant in 2023,” says Michael C. Bush, CEO of Great Place To Work. Companies will have to prove they are doing things to make the planet better, that they are adopting and launching new technology in a responsible and ethical manner, and that they can be trusted to wield their growing influence transparently and ethically. Not only will trust matter in the current moment, but people will question if they can trust companies for the coming decade as new technology drives a radical transformation of life. “It’s going to be a commitment,” Bush says. To understand what companies they trust, Bush believes consumers will look to the employees of the company. “You can trust a company in terms of how they’re using artificial intelligence when you know their employees trust them,” he says. 2. Find more ways to support and improve mental health for every employee According to a 2023 market survey of more than 4,400 U.S employees by Great Place To Work, mental health hasn’t improved for employees at typical U.S. workplaces. However, Great Place To Work Certified™ workplaces outperform this benchmark, with 83% of employees reporting psychological and emotionally health work environments. Only 55% of employees said the same at typical U.S. workplaces. The biggest differences between great workplaces and the U.S. average? Fairness. “We’re entering an era where trust will mean 10 times what it meant in 2023.” - Michael C. Bush, CEO of Great Place To Work Employees at great workplaces were more likely to report receiving a fair share of company profits, a fair shot at a promotion, and fair treatment from their manager. Companies that want to improve mental health for all employees will have to investigate the structural causes of burnout and fatigue across the organization and turn employee feedback into clearly communicated action. 3. Make space for a tumultuous presidential election cycle A 2022 report from the Society of Human Resources Managers found that 45% of U.S. workers report personally experiencing political disagreements in the workplace. Only 8% of organizations have communicated guidelines to employees about political discussions at work, according to the study. What’s the cost of declining civility in the workplace? Lost productivity . Great workplaces will have to make space for the world events that impact their people, and create programming in partnership with their people to address acute needs. Tony Bond, chief diversity and innovation officer at Great Place To Work, makes a strong case for robust employee listening programs. “You have to survey employees , but you also have to find a systematic, measurable way to surface the voice of the people — to continuously take their pulse,” he says. “The last thing you want to do is create a large program when people aren’t in a place to participate.” 4. Increase your focus on retention, upskilling, and talent development As finding talent with the right skills becomes more difficult, employers will have to invest more developing the talent they need internally. Even when companies are reducing headcount, they need skilled workers to continue operating the business. A focus on recruitment shifts to a focus on developing and reskilling the workers you already have . While the macroeconomic picture in the U.S. appears to be avoiding the recession that was prophesized in early 2023, business leaders will remain cautious. Yet, a skills gap remains a top concern, with 26% of CEOs ranking a talent shortage as the top “damaging factor” to their business outlook, per Gartner . This might be the year to launch your internal talent marketplace , or revolutionize your learning and development tools with AI and new technology. 5. Make sure all DEI&B programs are aligned with business goals Despite some prominent business leaders rallying against diversity, equity, inclusion & belonging initiatives, data shows that those voices are outliers. According to The Conference Board, three-quarters (75.8%) of S&P 500 companies incorporate ESG performance into CEO compensation. Nine in 10 of the S&P 500 use at least one metric related to human capital management to calculate executive compensation. How does this data square with the decline of DEI leadership roles at companies across the U.S.? In short, DEI&B programs that aren’t connected to clear business outcomes and revenue are disappearing. As companies approach the five-year mark for the commitments made after the murder of George Floyd, what will have permanence will be programs that contribute to company performance. 6. Double down on developing the best leaders in the world for your company Workplace culture starts with leadership, and the best workplaces are committing large resources to developing their people to lead with empathy and courage. “You can trust a company in terms of how they’re using artificial intelligence when you know their employees trust them." - Michael C. Bush, CEO of Great Place To Work As the business landscape has changed, what it means to be a leader has also changed. Employees expectations of their leader have shifted: Inspiring visionaries are giving way to coaches and mentors who can both lead the way and empower their people to lead in their own right. The nine high-trust leadership behaviors will play an enormous role in differentiating the companies that can build trust in the age of AI, global disruption, and business transformation, and those that will fall behind. Source: https://www.greatplacetowork.com/resources/blog/6-workplace-culture-trends-for-2024-every-company-should-watch

When we think of adopting a new technology, we look forward to reaping the benefits, be it improved productivity, lesser costs, or fewer human errors. But getting the buy-in from everyone in your organization is not an easy task. If users don’t adopt or adapt to the new technology, the result is money, effort, and time all going down the drain, especially when dealing with large-scale technology or software like ERPs. In this guide, we’ll share the top 6 strategies you can use for the organizational change management process while adopting a new technology. 6 Strategies for Change Management in HR Technology Adoption Instead of hoping that your employees adopt the new technology, here are some strategies that will encourage them for the upcoming change and make new HR technology adoption successful. 1. Properly Deal With Employee Resistance to Change Believe it or not, creating a strategic change management plan for employee resistance could get half your job done when it comes to technology adoption. Here are some tried-and-tested tips that will help employees go through the process smoothly: Assure employees that the new technology is not going to take their jobs or make them harder. Clearly outline the benefits for them. Create a culture of acceptance by being transparent about why this new technology is necessary. Get employees to participate in discussions about how to implement the technology. The more they participate, the more they will be willing to adapt and engage. Have a Q&A session where employees can ask questions about the new technology, and relevant personnel can allay their queries and doubts. 2. Create a Detailed Roll-Out Plan Instead of launching your technology in a haphazard manner, build a detailed roll-out plan that involves the following elements: Key dates/milestones: On what date are you planning to kickstart the new technology? Is there a particular time period when you want your users to leave the old way of working/software? Deployment strategy: Will you roll out the new technology to every department in your organization? Or are you planning to start with the people or departments who you know would be eager to adopt and succeed? (P.S. We recommend the latter option) Creation of training material: Will the vendor provide any training material? Or would you be responsible for creating it? Would you be accounting for different learning styles and tech savviness while creating this material? Success strategy: How will you ensure everyone participates and engages? Can you set up any incentives? 3. Aim to Provide Contextual and Personalized Training One of the biggest risks to change management is the lack of customized and contextual training. For example, just sharing a random presentation or screenshots won’t cut it. After all, you don’t want your employees to be more confused at the end of the training because they don’t find the connection to their work. Instead, provide training based on the different departments, roles, the different features they could use for their roles, how they can track success, etc. You can even provide learners with content in different formats to suit their style of learning and maximize engagement. 4. Make Training Engaging To get more people to take part in training actively, you can employ some or all of the following strategies: Set up interactive and game-based training. You can set challenges for employees to complete and fun quizzes where everyone can participate and compete. Create a change leadership team that can guide the entire process and come up with innovative training ideas. Use adaptive learning technologies to customize each step of the training based on the feedback you receive. Praise employees who actively participate and incentivize them with rewards kike small gift cards, merchandise, or public company-wide recognition so more people are encouraged to follow suit. Utilize AR (Augmented Reality) and VR (Virtual Reality) applications, if possible. 5. Implement Change in Phases How many times have you given up on something because it looked scary or intimidating? Many times, employees resist the new technology because it feels overwhelming. Instead of asking them to shift to the new technology all of a sudden, you can implement the change in phases. For example, if you’re adopting a SAP SuccessFactors for your HR team, you may want to first start with implementing the system for certain functions like recruiting or L&D and then scale up to include every other function. 6. Track User Progress and Course-Correct By setting up an evaluation at regular intervals, you can find actual problems with the way the technology is working or perceived problems that might be plaguing some users. You can even set up quizzes at each milestone to figure out whether your users are actually learning or not. If not, you might need to modify your training material or raise feedback to find the exact issues they are facing. Pro-tip: Remain open to employee feedback throughout the evaluation cycle. Employees who feel they are heard will be more engaged and happier with the new technology than those who feel their concerns are brushed off or not valued. Conclusion Your technology’s success will depend on how well employees accept and adapt to this change. That’s why you need a solid plan or roadmap to minimize the disruptions and deal effectively with employee’s resistance to change. While adhering to the strategies given in this guide, also make sure that you involve stakeholders in every stage of the process to get varied inputs and ideas. If you are keen on adopting software like SAP SuccessFactors at your organization, reach out to us at TalenTeam and get an effective organization transformation and implementation partner as well. Source: https://talenteam.com/blog/strategies-for-change-management-in-hr-technology-adoption/

Unlock the full potential of your organization by embracing a skills-based approach. Dive into the transformative principles that guide skills-based organizations and witness the future of work unfold. Breaking Free from the Job Paradigm For more than a century, jobs have been the linchpin of work structures, dictating how organizations function and how individuals contribute. The time has come for a transformation, and organizations are leading the way by adopting a new paradigm - a skills-based operating model that unlocks the true potential of both work and the workforce. Unleashing Potential with Skills: A Glimpse into the Future In a global Deloitte survey, over 1,200 professionals reveal a shift towards a more flexible and agile approach to work. Organizations are experimenting with decoupling work from jobs, allowing individuals to be seen as dynamic contributors with unique skills and capabilities. By atomizing work into projects or tasks or broadening it to focus on problem-solving and value creation, organizations are fostering innovation, diversity, and inclusion. Principles of Skills-Based Organization Liberate Work and Workers from Job Confines The Big Shift: From Functional Hierarchy to Fluid Structures Embrace a portfolio of ways to organize work, breaking free from traditional job constraints. Fractionalize work into meaningful projects, allowing workers to flow seamlessly based on their skills. Explore internal talent marketplaces and cross-company talent exchanges, expanding opportunities and fostering a culture of continuous learning. Develop the Workforce of One The Big Shift: From One-to-One to Many-to-Many Relationships Shift from a one-to-one relationship between employees and jobs to a many-to-many relationship between work and skills. View workers as a "workforce of one" with unique skills and contributions. Democratize opportunities for all by enabling individuals to customize their work responsibilities based on their unique skills, capabilities, and interests. Use Skills to Make Decisions About Work and the Workforce The Big Shift: From Decisions Based on Jobs to Decisions Based on Skills Revolutionize talent management by shifting from job-centric to skills-centric decisions. Explore skills-based hiring, workforce planning, pay structures, performance management, and leadership approaches. Match skills to teams for optimal compositions and unleash the full potential of your workforce. Build a "Skills Hub": The Engine of Skills-Based Excellence Centralized Skills Hub Components Shared Skills-Based Talent Philosophy Align business and HR executives on the importance of skills. Establish a philosophy that connects skills to all workforce decisions. Clear and Established Governance Define skills ownership across the enterprise. Facilitate cross-functional governance for holistic transformation. Common Language for Skills Create a universal framework and language for skills. Foster a shared understanding of skills across the organization. Strong Data and Technology Enablers Leverage AI-powered skills assessment and matching. Embrace technologies for skills benchmarking and workforce planning. Skills Based Organization Driven by SAP’s Talent Intelligence Hub Deep Skills-Based Intelligence Across the HXM Suite Talent Intelligence Hub connects individual attributes, strengths and styles, and expressive preferences to both people and the experiences throughout the SAP SuccessFactors solutions . It enables you to understand and manage your workforce holistically while supporting excellence and growth aspirations of your people. Talent Intelligence Hub uses AI to build, maintain, and infer a skills portfolio for each employee in the workforce. This depth of insight enables employees to find personalized recommendations for learning courses, mentors, internal jobs and more. Organizations benefit from having an overview of employee skills and improved visibility to carry out workforce planning. Source: https://talenteam.com/blog/how-to-transition-from-jobs-to-skills-a-skills-based-approach/

To be a great leader, you need to recognize the most common leadership traits and learn how you can develop those characteristics to fuel your own career advancement. Throughout history, mankind has always been fascinated by great leaders. Whether in business or geopolitics, inspirational men and women have helped to shape history and economies, seemingly by sheer force of will. And since those leaders have displayed so many different leadership styles, many people have assumed that their ability to lead is an innate quality that they've possessed since birth. The reality, however, is that great leaders may differ in style, but they all share certain leadership traits - qualities that you can cultivate to develop your own leadership abilities. In this post, we'll explore fourteen leadership traits that all great leaders share in common, and discuss why they are so important for effective leadership. We'll also provide some useful tips that you can use to develop your own personal leadership traits and further your career. What are leadership traits? Great leadership traits are distinguishing qualities and characteristics that people demonstrate over time. Thus, leadership traits are those qualities and characteristics that are shared by effective leaders. It's also worth noting that these traits of effective leadership tend to be related to soft skills, since they involve personality characteristics and interpersonal skills. Leaders may possess hard technical skills as well, but those are generally not essential traits that they need to lead their teams and organizations. Like skills, personality traits for leadership are characteristics that leaders learn and develop over the course of their lives. While there are courses and seminars that can be attended by those who wish to cultivate these traits, many effective leaders have simply developed these characteristics through trial, error and constant usage. Fourteen powerful leadership traits that you should cultivate Below are fourteen powerful leadership traits that are commonly found in most of the world's top business leaders. By understanding how these characteristics can empower your leadership, you can more effectively work to adopt them in your business life. 1. Self-management Great leaders are in control of themselves. That's why you see some of the most powerful men and women in the world seemingly at ease in almost any situation. They know what they want and are capable of managing their own goals and expectations. More importantly, they know how to manage their time and attention to ensure that their goals are reached. By cultivating this sense of self-control in your own life, you can more effectively pursue your objectives in a disciplined way that helps you to avoid undue stress. 2. Vision Much has been written and said about that whole “vision” thing - and rightly so. The world's top leaders all have the well-cultivated ability to peer into the future and see what their organization will look like in five or ten years. No, they are not fortune-tellers. Instead, they possess a future-focused mindset that understands the need to know where they are going and how to get there. To develop your own visionary abilities, you need to learn how to manage change while still focusing on your long-term goals and ultimate vision of where you want to be at some point in the future. 3. Effective communication Communication is an essential leadership trait, whether you're leading a small team in a corporate department or a multibillion dollar business enterprise. But communication is not just about talking; it's about knowing when you need to speak and when you should be listening. That type of communicator knows how to use active listening to gather information that can inform their communication strategy at every level. Most of us can benefit from efforts to hone our communication skills and improve our ability to convey information, plans, and expectations. 4. Responsibility Successful leaders respect power and take responsibility for their use of authority. This commitment to holding themselves accountable extends to being responsible for their own shortcomings and failures. Good leaders also hold themselves to their own rules. This emphasis on accountability and responsibility enables the best leaders to serve as effective role models for their employees, which can be one of the most efficient ways to promote teamwork and a team-centric corporate culture. 5. Resilience Resilience is the ability to overcome setbacks and continue to move forward toward your goals. Resilient leaders have cultivated an inner strength that enables them to focus on overcoming their weaknesses, developing key skills, and continuing to grow as people and professionals. They understand that failures will occur, but know how to pick themselves up after each setback and learn from the experience. To learn more about how to develop your own resilience and apply it in your career, check out our great article, Use the Resilience Theory to Adapt Your Career . 6. Honesty Despite the entertainment media's habit of painting business leaders as dishonest cads, reality tells a very different story. For most great leaders, the goal is always to lead with integrity and truthfulness. Why? Because ultimately, every business transaction requires you to build connections with other people. That's true whether you're dealing with subordinates or an important business client; if you have no code of conduct or ethics, then your relationship may as well be built on quicksand. To become a great leader, you need to focus on developing your integrity - doing what is right and true even when the alternative might provide short-term gain. That integrity is a trait that will serve you well throughout your career and help you to build and cultivate the business relationships that you need to be the best possible leader you can be. 7. Decisiveness In the end, leadership is always about making decisions. The best leaders are decisive and rarely second-guess their informed choices. When hard situations arise, there isn't usually time to agonize over the decision-making process. Instead, you need to learn to gather as much information as possible, efficiently consider the most reasonable responses to any given problem, and then commit to a decision. That decisiveness will be respected by others, even if you need to eventually modify your decision to correct any flaws in your strategy. 8. Inspiration Great leaders also possess the ability to inspire others. However, that trait is not just an externally focused characteristic, but an internal one as well. That inspiration is born from within and used by each leader for the type of self-inspiration needed to foster their drive and commitment to success. These people are focused on their goals and self-motivated in a way that enables them to push toward success even when all the odds are against them. That is also why inspiration may just be the most critical leadership trait of all. If you can develop your capacity for self-motivation, you will possess the one characteristic that will enable you to continue toward your goals until you find the success you seek. That same self-inspiration will also translate into an ability to inspire others, as your team is driven to follow your lead. 9. Adaptability If you were to compare all of the great business leaders in the world, you would find that nearly all of them share a talent for adapting to changing circumstances. That makes sense, if you think about it. The world is in a constant state of transition, with evolving technology and changing paradigms. Strong leaders understand that they need to continually adapt to changing circumstances if they want to meet their goals. By cultivating your own ability to adapt, you can ensure that you have this critical leadership trait too. 10. Creativity While there was a time when business leaders seemed to be conservative in their approach to change, today's leaders are usually on the cutting edge of societal advancement. Of course, they have no other choice if they want their companies to be innovative and competitive. Without creativity, these leaders would watch their companies be overtaken by any of the many new startups that seek to challenge them each day. You should foster your own creativity, to ensure that you can keep pace with this ongoing evolution in business too. 11. Empathy The ability to put yourself in another person's shoes is vital for effective leadership. That's because empathy is one of the keys to developing interpersonal relationships. An empathetic leader can not only understand what you're thinking and feeling, but can convey that understanding to you in a way that inspires you to follow their lead. When you develop your own empathy, you'll find that it's easier to predict how other people will respond to your actions and words. 12. Focus Strong leadership requires focus. Are you capable of giving your goals your complete attention and ignoring distractions and outside influences that seek to divert you toward unproductive endeavors? If so, then you may already have the focus you need to become a great leader. Leadership-level focus requires something more, however: an ability to use that focus to strategize and analyze how every action will impact your broader plan. 13. Commitment to people Great leaders are also focused on people. They understand that every human endeavor is ultimately about other human beings. To lead, you must be resolutely committed to your team and to the customers you want to serve. You must focus on clients, vendors, suppliers, and other stakeholders who have an interest in your business success. That commitment can help to ensure that your leadership decisions are always based on doing what's best for the people impacted by your choices. 14. Problem solving At its core, business is all about solving problems. When you develop a product or create innovative services, you do so because you believe that you have a solution that can solve somebody's problem. Great leadership requires a commitment to problem solving and a willingness to take risks in pursuit of effective solutions. Note that your own problem-solving skills can be helpful, but are less important than your dedication to ensuring that your company is a problem-solving enterprise. Tips to help you cultivate your own leadership traits If you want to be an effective leader and join the ranks of the world's great business leaders, you will need to work to cultivate your personal leadership traits. The following tips can help you to get started down that path: Focus on expanding your knowledge Make a commitment to lifelong learning to ensure that you're continually adding new skills to your skill set and developing these critical traits of good leadership. Start by writing down your goals and the areas you would like to improve. Then seek out seminars, online courses, or mentors who can help you in those areas. Work on your communication All great leaders have to be able to effectively communicate, so that's a great area to start your improvements. Work on active listening and practice your verbal and written communication skills. If necessary, you may even want to take a class or two to help you in these efforts. Develop a positive attitude Positive thinking is the key to self-control and inspiration. Practice positivity to ensure that you're always looking for the silver lining in every dark cloud. Over time, this will also help you to develop greater resilience. Seek out more responsibility at work It's never too early to ask for more responsibility in your current job. Every journey has to start somewhere, so why not begin with your current role? Explain your developmental goals to your supervisor and see if they can find additional responsibilities that will help you to expand your capabilities. Showcase your leadership potential on your resume One of the best ways to become a great leader is to emulate the leadership traits of those who have already achieved that status. Our tips will help you to get started on your own journey to leadership greatness. While you're here, be sure to get your free resume review . Our resume professionals can help you to make sure that your resume is properly conveying your leadership traits to any potential employer. Source: https://www.topresume.com/career-advice/these-14-leadership-traits-can-fuel-your-career-success 

Executive search is a specialised type of recruitment aimed at locating and sourcing highly-skilled senior management talent for an organisation. In this guide, we’ll look at how the executive search process works, and the benefits of using it over other recruitment methods. As high-level executives have crucial responsibilities within the company, like leading teams, making key business decisions, and gaining an edge over competitors, the cost of a bad hire can be high, leading to stalled projects, damaged morale, and even increased staff turnover. To ensure maximum success with this crucial element of the business, this specialised area of recruitment utilises unique expertise in the sector, in order to find the highest quality candidates.  What is the difference between executive search and recruitment? An executive search agency will conduct extensive interviews and research with their client to learn exactly what they want, the kind of person they’re looking for, and what they want the new team member to achieve. They will also learn about the client company’s values, ethos, and culture, as these are vital in ensuring a mutually beneficial partnership with potential candidates. Instead of casting a wide net to find as many qualified candidates as possible, executive search focuses on the best of the best. A typical recruiter might put forward 10 or 20 people for a role, whereas in executive search, they may well submit a single candidate, out of hundreds they’ve spoken to or assessed. What are the benefits of executive search? Focus Unlike a typical recruitment strategy, executive search takes a high-focus approach to a very small number of roles. After the research phase, the recruiter has a clear understanding of what the company needs and who they need to look for, making the selection process far more specific and granular. By design, executive search requires proactive engagement, as most of the time the candidates are already employed and not actively looking for a job. As leaders in their fields, these candidates often need more than just an impressive salary in order to consider the role. This is part of the strength of executive search, in that the recruiter understands what the candidate wants from a role, and the candidates are chosen for their specific experience, traits, and compatibility with the company. Better match between candidates and company culture When it comes to executive search, recruiters have to be experts in the field they’re recruiting for. They need to understand the landscape of the sector, what the company offers, where it aims to be in ten years, and how those goals align with those of the potential candidate. This is how recruiters match the client brief and expectations to the right candidate. It isn’t just about understanding the skills that make certain candidates excel, it’s about understanding them on a personal level, and helping them make the right move for their long-term career. Over time, the relationship between client and recruiter can prove invaluable when looking for high-profile talent, as the recruiters have developed an exceptional understanding of the brand’s culture, values, and requirements, leading to higher levels of success when placing high-level team members. Guarantees on delivery An executive search campaign provides value to businesses by giving them a map of the market, complete with profiles of industry-leading candidates, as well as benchmarking for particular skills, roles, and salaries. This allows smarter decision making, and a more informed approach to where talent can be sourced. High-performance candidates often have a wealth of transferable skills, and the right fit for an organisation may not be immediately obvious. But a good recruiter can see the potential for compatibility in different candidates, and thanks to their expertise can deliver on very specific and exact requirements for a role. It can be easy for organisations to fall into the trap of recruiting similar people as the previous team member, but executive search firms often excel at finding people who will help the business to grow and evolve in new ways, understanding what the client needs, and who can deliver. This way, executive search can guarantee results, even for very difficult roles to hire for. Deeper candidate pool An executive search firm will have extensive knowledge of board directors and senior executives across the industry, allowing them to tap into a considerable pool of top executive talent. While the pool for executive search is naturally smaller than for more generalised recruitment projects, the pool for a given role can have surprising depth, with candidates weighing up every element of the job to see if it’s really the right fit for them. This is why the additional attention to detail and personality that is innately part of executive search is so important, as it allows for a deeper match between candidate and role. The process is often far longer and more detailed than typical recruitment for this reason, with the candidate being fully immersed in the finer details of the role and organisation before they make their decision about whether to pursue the opportunity. It’s this level of dedication that leads to successful candidate placement with long-term satisfaction on both sides. Higher quality of candidates If a company is looking to grow and improve, and to do so at speed, executive search is often more valuable than a traditional widespread recruitment campaign. One great senior leader member can empower an entire team, improve processes, and bring in new business. To enable this kind of rapid transformation, executive search only focuses on candidates who are experts in their fields, with clearly proven leadership and team-building skills, who can walk into a role and start producing value from day one. These candidates take on essential responsibilities that have a direct effect on the company’s growth and success. This is why executive search can often drive growth at higher levels than a more widespread recruitment campaign. Executive search is a way for businesses to transform how they work, and to improve their overall culture with just a few strategic hires. If you’re interested in learning more about executive search , get in touch today. Read about how businesses can attract top engineering talent , or learn about how boosting self-esteem at work can help productivity . Source: https://blog.v-hr.com/blog/benefits-of-using-executive-search-over-traditional-recruitment?