In every organization, communication is the glue that holds the team together. But what happens when that communication becomes mired in jargon, the constant use of hyper-technical acronyms, and other cringe-worthy esoteric language - when plain words would work better? You know what happens: confusion spreads, morale plummets, and the overall employee experience is negatively impacted.
Have you ever wondered what an executive recruiting firm is for, or why a company would choose to engage with an external firm to conduct its search? Growing numbers of organizations are turning to executive recruiters to help them source the best available talent rather than advertise their vacancies on job boards. It's true that working with a specialist recruiter can help you gain access to that hidden candidate (meaning, gainfully employed people who may be open to a change, but haven't started looking yet) and save you a LOT of time (most clients say their recruiter saved them several weeks of time in sourcing, screening, and interviewing candidates for important roles). In this article, we will review our advice for hiring managers working with a recruiter, and some ways to tell the difference between a good recruiter and a great recruiter.
Is it just me, or have you been sensing a little pessimism creeping into the “talent wars” conversation lately? For some hiring managers, the goal seems to be shifting away from building organizational bench strength, toward something that might appear more achievable: just fill the empty seat, asap.
It's a tempting pivot, particularly within the engineering, accounting and finance, and IT fields, where hiring battles run especially hot right now. I get the argument. If you give up on your hiring goal and engage a “contract recruiter” instead, you stand a good chance of having a temporary professional in that seat within a few weeks or even days.
But is switching to a contract approach a good idea? Sometimes. Before going there, though, consider the differences between a permanent recruiting firm and a contract one. Then ask yourself the 3 key questions I outline below.
As leaders throughout the Twin Cities investment community are well aware, the competition for investment management and executive talent has grown increasingly fierce over the past two years. In response to the growing demand for executive recruiting expertise in this area, SkyWaterSearch Partners is pleased to announce the launch of our new Financial Services Practice area, to be led by Julie Amende.
Thanks to recent, remarkable successes in vaccination rollouts, a growing number of Chicago businesses are reopening their doors and ramping back up. This surge in activity is, of course, a reflection of optimism that the U.S. economy is in recovery mode. As organizations prepare for strategic growth, we are seeing a spike in demand for accounting and finance professionals.
It goes without saying that 2020 was tremendously unique year. Through it all, we've done our best to broadcast the industry trends that we have been able to observe through our access to the job market in the industries we serve. Recently, we shared the single biggest hiring mistake we've seen in 2020, which speaks to a trend we saw of companies freezing their hiring of key leadership roles out of caution.
In the eight years since SkyWater Search Partners first opened our doors, we have partnered with law firms and corporate legal departments to match highly talented attorneys with exceptional career opportunities throughout the Twin Cities and Upper Midwest. In response to growing client demand, we recently made a strategic decision to expand our legal practice and bring in a leader with the experience and insights to oversee that growth.
3 Steps (and a Free Template You Can Use) to Save a Great Candidate
Have you ever been waist-deep in the hiring process with your dream hire, only to have them second guess the opportunity and decide to stay where they are?
SkyWater Search Partners has been recognized by Forbes Magazine as a Top Executive Recruiting Firm in its 2020 ranking of America’s Best Executive Recruiting Firms. Compiled by analytics firm Statista, this year’s Forbes rankings were based on a survey of more than 18,000 participants. While thousands of firms across the country were considered for inclusion, SkyWater Search Partners was one of only 200 firms that made the list, including only 3 in Minnesota.
Deloitte’s Human Capital Trends report has for years, identified concerns over leadership as one of the main issues affecting global employers. Positive leadership helps organizations to attract, hire and retain passive talent to drive your business forward.
In today’s candidate driven market, a lack of authentic executive leadership will result in your company struggling to recruit the high achievers you need to achieve your goals.
Here we’ve identified some of the essential characteristics of great leadership essential to successful talent acquisition:
