In my professional career I have negotiated hundreds of collective bargaining agreements, represented clients and employees in a wide array of negotiated settings, participated in professional arbitration sessions as both an arbiter and a negotiator, and mediated countless conflicts in a variety of work settings.Read More
The Executive Suite Blog
When we perform an executive recruitment for client there’s usually a lot of ground to cover in the first week. Everything from identifying person-future fit to the company’s short and long term plans and objectives. Sometimes it can be a bit overwhelming for a client if they are not prepared, so I thought it might help to break the recruitment process strategy into a one week cycle, before the executive recruiting process begins. I realize there are other strategies used by other executive recruiters – these are some of mine, and I hope you can expand and elaborate on these for your own benefit.Read More
Every time a new employee is hired the employer (and new employee) is taking a calculated risk that the new hire will be good for both parties. The hiring is the culmination of a good amount of effort by the hiring manager to fulfill a staffing need. Perhaps a job advertisement was placed in the local media to attract external candidates and a posting on the company website and intranet was made to attract internal candidates.Read More
As an employer, every time you decide you need to hire another employee you enter new territory. Yes, you are willing to market and recruit for talent to fill that position that you know is necessary for a certain segment of your business to be more successful.Read More
During a recent discussion on a Business Manager search I asked our client if he could detail the ideal candidate background for this position. He immediately asked why this was important, as he thought it was more important to discuss salary, benefits, our services, etc. So then began our discussion – which I thought I would share with you.
Show Me The Money
At the beginning and the end of the discussion it’s all about money – more or less. More if the hiring manager can define the candidate background specific enough to enable a productive and profitable search result for the employer. Less if the hiring manager dismisses this effort at definition by telling the executive recruiter to “give it your best shot.”
Why is it more? Thinking through the discussion I had with our client it became apparent to him at the end of our chat that there was a direct correlation to his ability to define the professional and personal background and characteristics of a candidate and the ability of the company to earn more money.Read More
Look at our webinar on the importance of great communications in your business.
View this short Go To Webinar to start thinking about whether franchising is a good career alternative for you.
As a professional staffing firm we interview candidates daily for position openings. I’ve written before about coaching employers on how to improve their interviewing process. Today I thought I might help job applicants learn how to improve their own interview skills by discussing how they can manage the interview process better.
Watch our webinar discussing the 6 reasons why baby boomers will buy a franchise. Hope you benefit from the presentation.
Every day I’m coaching a client through my executive leadership coaching program I find that the topic of management relationships are the most vexing and complicated discussion points during coaching sessions. It’s not uncommon for a coaching client to tell me what she thinks I want to hear, but not really changing her tune when it comes to managing employees.