We exist in a global economy. Companies are multinational. Talent comes from all corners of the world, and the workforce as we know it continues to become more diverse, dispersed, and global.
Driving forces such as increasingly open economies, the worldwide expansion of organizations, technological advancements and disruption, and the willingness of the modern workforce to “go to where the work is” has created a unique recruiting and hiring challenge for organizations. How do talent managers locate, recruit, hire and incent global executives? Read more
Exploring your career options can be somewhat of a stealth operation. You don’t want to let your current company know that you are looking until you are prepared to make a move or have an offer. Let’s be honest, how many professionals haven’t found themselves in this situation before – looking to make a career move without your boss finding out? At the executive level, keeping your job search quiet is even more important.
“There is no way to tell the world that you’re open to new opportunities without worrying about your employer finding out,” says Dan Shapero, Senior Product Manager of LinkedIn Careers at LinkedIn, on the LinkedIn Official Blog. Read more
Technology is having a significant impact on the recruiting process. It is changing the way companies think about recruiting, how they hire, and how they vet potential candidates. In particular, it is having a profound impact on the interview process. It is no longer necessary to be in the same room to conduct an interview, and new software programs allow companies to vet potential candidates before they even meet them. Read more
In a previous blog post, we discussed the importance of encouraging your employees to be brand advocates on LinkedIn. Naturally, if you want them to do this, company leaders need to lead by example, not only by being a brand advocate but also by showing the value of building a personal brand on LinkedIn.
Your LinkedIn profile says a lot about you, not only to your employees, but also to other professionals, recruiters, and other companies.
Canadian boutique recruiters are quietly flying under the radar and winning critical searches by delivering innovative and flexible solutions with an emphasis on superior client service and quick turn around on presenting top candidates.
The direct correlation between compensation and retention has been well documented over the years. Pay your employees more, and they are more likely to stay and perform. But what happens when you can’t pay them more? How do you keep your best? This is exactly the dilemma that a lot of Canadian companies are facing going into 2016.
“Generalists are being squeezed out. Businesses today insist on candidates with deep technical or functional knowledge who fall within a narrow set of criteria with a specific set of skills.” ~ Andrew Norrie, Managing Partner, Four Corners Group
Our clients have a wide array of human capital requirements and, as executive search specialists it is our job to find the best of the best. Over the past decade, we have watched an interesting trend unfold in recruiting and hiring. Organizations are only interested in candidates who have specific skills to meet a complex set of client requirements – leaving the generalists behind.
The end-of-year hiring cycle can be complex. Typically, this is when end-of-year budget surpluses must be utilized, but it is also a time to look forward. In order to recruit and retain the right talent, employers must get a head start on both hiring strategy and the retained search process.
For many organizations, the second half of the year is devoted towards strategizing, planning and budgeting. Of course, organizations take stock of their successes, but they also identify what they need to do to continue their growth. Prospective employers will identify redundant skills or under-performing assets, and also detect where and how they can improve for the upcoming year(s). At this stage, funds are typically allocated towards hiring new talent.