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
LinkedIn has become a valuable resource for executive search professionals. But the advantages of using LinkedIn to benefit your brand go well beyond the job search.
There are many convincing reasons why you’d want your employees to advocate your company on LinkedIn, the business-oriented social network. You might have even ventured on to LinkedIn to find that most of your employees already have an account and list your business as their current employer.
The Rise of the Digital Workforce
Thanks to technological developments that allow employees to work remotely, as well as an ever-evolving employee proposition, the digital workforce continues to grow, playing a significant role in finding critical talent. Companies are no-longer looking for generalists but are in search of individuals with specific talent and relevant skills. The ideal candidate has experience that can help the company achieve efficiencies, momentum and productivity to meet their revenue and organizational goals. Using a digital or remote workforce should be a consideration included in the hiring strategy for organizations of all sizes.
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.
“In the future, there will be no female leaders. There will just be leaders.” ~ Sheryl Sandberg, Lean In
The 30% Club: Carving Opportunity for Female Professionals Around the World
In 2010, Helena Morrissey, CEO of Newton Investment Management decided it was time to address the gender imbalance in the boardroom. Realizing that there was a significant lack of female representation in boardrooms throughout the UK, she founded the 30% Club, an organization set on seeing women make up at least 30% of seats on FTSE-100 boards by 2019.
“Human capital strategies affect business’ ability to compete and grow.” ~ Heather Stockton, Human Capital Practice Leader, Deloitte, Canada
Unfortunately few businesses have a talent management strategy in place to address prevailing human capital challenges which range from a shifting demographic to a borderless workforce and ever-evolving technology. Without a strategy in place, aligned to business goals, businesses expose themselves to potential “talent gaps” that would negatively impact business productivity, growth and performance.
As the exclusive Canadian representative, we were pleased to host the 2015 InterSearch Global Conference on May 28-30, 2015. This annual global conference and general assembly of member firms was held in beautiful Niagara-on-the-Lake, Ontario.
InterSearch Worldwide is a leading global executive search organization operating in more than 50 countries with 100 offices. Committed, as we are, to quality standards and best practices in search excellence.
“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.
Organizations describe ‘cultural fit’ in many different ways. But one consistent consideration remains: company culture can define a business.
When we are assessing cultural fit, we’re looking for a number of key characteristics; including strong leadership, common vision and passions, complementary communication styles, and the list goes on.
At the same time, we’re also very attentive to potential landmines – meaning candidates who possess certain traits that completely clash with a client’s core culture values and ambitions.
Technology and innovation are forcing businesses to evolve at a rapid rate, and consequently altering the career landscape. While is it difficult to predict how a company will look five years from now, talent management requires the ability to anticipate business demand and hire accordingly. As pointed out in a McKinsey Quarterly article, Do you have the right leaders for your growth strategies?, “It takes a mix of leaders and talent to pursue a variety of growth strategies simultaneously.”
How do leading organizations ensure their human capital is up to the task? At Four Corners Group, we always advise our clients that there are certain “must haves” when considering making a strategic hire.