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.
“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.
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.
The single most important factor contributing to the success of an organization is the ability to attract, hire and retain exceptional talent. The impact that a top-tier performer can have on an organization can be transformative. It might seem obvious, but these highly prized and valuable contributors are not sitting by the phone waiting for your call. Finding the right person to lead your company is a complex and resource intensive search.
Not all searches are created equal.
If you’ve been involved in recruiting and hiring for your company, you know that finding good candidates is only half the battle. Today’s employers face significant challenges when it comes to retaining top talent.
Data from the Bureau of Labor Statistics suggests today’s employees average 4.6 years at any given job. Between 2012 and 2013, 7.3 percent of Canadians changed jobs. Based on a labour pool of approximately 18 million Canadians, that means that 1.3 million workers switched jobs during this time period.
Studies show a drop in job satisfaction may explain the rise in turnover. Of course, there are a number of factors contributing to this dissatisfaction – lack of recognition, advancement opportunities and work/life balance to name a few.
While the “discipline” of employee retention has been around for many years, it is evidently worth a refresher as we enter into the fall hiring season. After all, keeping your best employees happy and productive is a competitive advantage for your company.
We all know making the wrong hiring decision can be an extremely costly mistake. The “costs” associated with making the wrong hire are substantial when you consider everything from loss of productivity and negative impact on clients and employees, to cost of recruiting/hiring a replacement and loss of time needed to recruit/train another worker.
Four Corners Group is extremely proud to announce the promotion of Pamela Colquhoun to Partner.
Pam has made a significant financial contribution to Four Corners Group by being the leading specialist in Canada conducting physician searches; she also adds immense value to the overall Healthcare Team.
During her time here, Pam has demonstrated a wonderful passion for everything we are aiming to accomplish at Four Corners Group and we value her desire for continuous improvement, dedication to clients, and winning spirit.
Congratulations, Pam – we wish you continued success and happiness in your new role. Thank you for your hard work and outstanding results.