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
The Executive Suite Blog
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.
As a Cape Cod staffing firm it makes sense to crack the interview questions code for employers who are embarking on a hiring process for any type of position. I’m doing so based on the request of several employers who have asked us for assistance.
What makes one executive leadership coaching program different than another? For that matter, how much should you invest in an executive leadership coach before you realize the benefits? Furthermore, at what point will you identify that you’ve actually benefitted from the executive leadership coaching program?
Every day that we interview employers and applicants we learn a bit more about interpersonal relationships. For instance, an employer who calls at the last possible moment to demand the hiring of an employee, and gets upset that the hiring just doesn’t happen that quickly. Or the applicant who demands that we interview him for an open position – and wonders why he’s not been referred for a client interview.