You may be asking yourself: Is it worth it to pay a headhunter?
Working with a recruiter to fill your company’s key roles and source the best available talent is a benefit that many employers recognize in today’s competitive employment market. How can hiring managers ensure they fully benefit from working with a search company?
If you’re like most employers, you might be underinvesting in this critical hiring and retention tactic.
According to a 2021 Gallup article, 70% of employees who would rate their new employee onboarding experience as “exceptional” also say they are in “the best possible job.” Yet, according to that same article, nearly 20% of employees say their recent onboarding experience was either poor or nonexistent. What do these statistics tell us? At a macro level, it seems obvious: employer onboarding practices are almost universally abysmal. But at the individual employer level, they point to a real opportunity. In this age of employee attrition, labor shortages, and general uncertainty about future staffing stability, these numbers suggest that there is a reason for optimism for any organization that is willing to invest in robust, multi-level onboarding practices.
If you’re hiring, here’s something you already know: you’re competing with other top employers for a handful of superior candidates.
But if you’re not currently hiring, here’s something you may not have considered: you’re still competing. Every day. And the competition is fierce. All of your employees, from new hires to old-timers want to feel welcome, engaged, challenged, successful, and appreciated. Every day. If they don’t, greener pastures are just a recruiter’s email away.
Each year we carve some time out of our busy schedules to take care of a stretch of highway in our community that we have adopted through the MN Department of Transportation's Adopt a Highway program. If you've been looking for ways your company can make a contribution to a cleaner environment, this is a great program to look into.
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.
Try to schedule job interviews on a Tuesday, Wednesday, or Thursday, between the hours of 9:30 AM - 11:30 AM or 2:00 PM - 4:00 PM.
Our recommendations for choosing the best time to schedule an interview are both based on our own observations and on solid research. In fact we've written on this topic before in our article "Is There Really A Best Time To Schedule An Interview?".
If you are a leader in your organization or a manager of a team, there is a very good chance that your employees are more stressed out over the events of 2020 than they're admitting to you. Racial inequality, the pandemic, contentious presidential election, financial gaps between classes, the pressures of parenting, navigating education offerings, the list goes on. 2020 brought many challenges and placed them in the center of our living rooms.
This is a tale of two companies.
You could call it a cautionary tale. It’s about two companies that are Twin Cities clients of mine. (But the truth is, I’ve seen this story play out so many times this year that I think there’s a lesson here for all of us.)
In February, both of these organizations had much in common: both were (and still are) respected brands, run by highly competent, caring leaders. Both were on the cusp of launching executive searches to fill critical leadership roles.
Over the past several years, the concept of “Employee Engagement” – and the practice of using surveys to measure it – has attracted a lot of attention among managers and the HR leadership who support them. It’s also generated a great deal of confusion. What is employee engagement? Isn’t it just a new name for employee satisfaction? We keep surveying them but nothing ever changes… why bother?
