SkyWater Blog

Permanent Placement and Contract recruiting both serve important functions. But beware of the firm that tells you they can do both.

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.

If you’ve been questioning whether your current job is really “the one” for you, you’re hardly alone. It’s been a long, often exhausting two years of upheaval. Many – I might even say most – Twin Cities professionals have experienced at least a few moments in doubt about their job and whether their work-life is in sync with their life’s priorities, values, and goals.  

Today, as we honor the service and sacrifice of our veterans, all of us at SkyWater Search Partners would like to put a spotlight on one particularly powerful way you can recognize the skills and strengths of those who have served in our military: Hire a veteran.

Working from home has been a wildly varied experience for Twin Cities attorneys since the onset of COVID. For some, it’s been a time of newfound efficiencies and a welcome break from daily commutes. But for others, it has been an exhausting moment of truth. Not surprisingly, these very different pandemic experiences can be neatly organized along gender lines.

A trend is emerging among mid-market, publicly traded companies that we'd like to share: The perfect candidate profile for a Chief Financial Officer is shifting. I'll explain who we're being asked to find, why, and how this impacts you...

While the events of the past eighteen months have driven major disruptions to hiring and staffing processes throughout the business world, few leadership roles have been as impacted as that of the CFO. Today, as organizational leaders continue to sort through the lessons learned from this challenging and unprecedented time, there is growing recognition of the importance and influence of the CFO position.

6 Elements of a Perfect New Employee Announcement

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.

What happens when your number one job candidate turns down your best offer?  Here’s what happens:  you’re suddenly breaking all speed records to reach back out to Finalists Two and Three (and maybe Four).  But if they were so great, they may no longer be available.  And if they’re no longer interested, you’re starting all over again, re-working your network for the same job. The repeat calls, emails, postings, conversations and negotiations cost you time, money and credibility.

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?".

Recruiting is a lot like dating and, like so many relationships, it’s complicated. In today’s super competitive labor market, every successful hire depends on your ability to find that right person, then woo them, get to know them, turn cartwheels to impress them, and simultaneously pluck up the courage to share the truth about your own shortcomings. And that’s before you try to make it official...