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Hiring Strategies

Hiring

Improve Profitability by Hiring the Best

By | Corporate Culture, Hiring Strategies, Interviews | No Comments

Recruiting the top talent is an excellent method of increasing profitability. This is particularly true when hiring C-suite executives who can significantly affect company operations. Explore some of the ways that investing in top talent will likely increase your profit margins.

Top Performers Improve Vision and Clarity

With the top talent in your C-suite, you improve their ability to see various details and keep track of the overarching vision while doing so. This allows them to optimize projects better and accurately determine which tasks you should delegate.

Hiring the best support team for the C-suite, from executive assistants to chiefs of staff to other employees, further enhances this. It helps leadership delegate tasks with confidence, allowing them to focus on responsibilities that only they can handle.

Improve Your Brand As an Employer

When you hire a C-level executive who is the top in their field, this reflects well on your company overall and as an employer. It should attract top talent for other roles, whether entry-level, C-level, or somewhere in between. Talent will apply for your other positions because they will see that you prioritize hiring the best and cultivating opportunities. This makes working for you a great career choice, especially if they can expect to receive mentorship from talent in higher positions.

Decrease Your Hiring Time

Improving your brand as an employer not only helps you attract the top talent for other roles, but also reduces your hiring time. That happens for several reasons, including that top talent will apply to your company even when there is no opening. This means that you will have a list of potential recruits that you can contact as soon as there is a vacancy.

More Promotions from the Inside

When a company takes the perspective of hiring the best talent, it becomes easier to support internal promotions and advancements. New talent will feel supported, increasing their confidence and promoting their leadership skills.

Combining this with hiring the top talent for the C-suite takes it a step further. The executives will encourage that talent and potentially groom them as a replacement when they retire or move on.

You can leverage this support for internal advancement to help you recruit top talent in other roles as well. After all, most employees would prefer to work with a company that offers opportunities for advancement. This is just another way that hiring the top C-suite talent makes filling other roles in your company easier.

 

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Essential Questions to Ask During a C-Level interview

By | Career Guidance, Corporate Culture, Hiring Strategies, Interviews, Leadership | No Comments

A structured approach that focuses on research, networking, reference development, and rehearsal is the key to more successful C-level interviews. There are some differences in preparing for a C-level interview versus an entry-level one. In addition to showing your knowledge, skills, and experience, communicate your leadership style. Asking intelligent questions can also make you stand out. Executive recruiters recommend these, along with a few other tips.

  • What trends are you following that could influence this organization’s goals and priorities?
  • If I am hired as your executive assistant, what do you see as the most significant challenges in working to fulfill the goals of this organization?
  • What are some significant milestones that will be used to evaluate my performance?
  • Can you describe the work culture and environment here?
  • What are some of this company’s most significant achievements recently?
  • What leadership style wouldn’t be conducive to this company?
  • What would the typical workday be like for an executive assistant here?
  • What communication tools, professional development, etc., are available to employees?

Although this certainly isn’t a comprehensive list, it does represent some thoughtful questions that will help gain helpful insight regarding the expectations of these high-level positions. It’s a red flag when candidates don’t have any questions during an interview.

Research Industry Trends

Another effective way to connect with an interviewer and show that you are prepared to meet their organizational needs is by researching emerging trends from around the industry. Candidates are always encouraged to review annual reports, news articles, and videos when meeting with a hiring manager. Knowing about trends can also help you answer probing questions like why you want to work in this industry.

Reference Development

C-suite candidates have to be very selective when providing suitable references. Although any former colleague might work for an entry-level job, considerations need to be respected and relevant for executive-level managers. Only use people who can constructively describe your work ethic, leadership characteristics, strengths, and ability to work under pressure.

Although it’s still important to highlight your skills and experience, asking essential questions during a C-level interview is the best way to learn if it’s the right fit for you. Researching industry trends can help you create solid queries and respond to them intelligibly. Finally, focus on providing only trusted references you know could handle open-ended questions about your leadership qualifications.

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Onboarding, C-Level

Tips for Managing the Executive Onboarding Journey

By | Career Guidance, Corporate Culture, Hiring Strategies, Leadership | No Comments

You may be surprised to learn that many executives in the United States don’t undergo formal onboarding when they begin a job. This lack of support may explain why 40% of new leaders leave within the first two years of starting a new job. These tips can help improve the executive onboarding journey.

Communication about Roles and Expectations

New hires are unlikely to succeed without clear and transparent expectations. While new leaders need to understand their responsibilities clearly, they especially need to know what to expect from their team members, peers, and mentors. Once hired, leaders will have to meet and interact with many new people. The more they know about all these individuals, the better off they are. Communicating these expectations allows hires to prepare, making good impressions early on, and starting on the right foot.

Education about Company Goals and Values

One of the main reasons so many leaders struggles when they start a new job is that they don’t know enough about its goals and values. An effective onboarding strategy for leaders will allow hires to gain in-depth knowledge about what is important to the company. This will help the hire feel more connected to the organization and give them a sense of purpose.

Education about Internal Processes

Even if they held a similar position at a different company, your organization’s internal process might differ drastically from what the new hire is used to. This is one reason starting a new job in a position of leadership can be overwhelming. As you develop your onboarding strategy, make sure to identify key aspects of your company’s internal process that new hires will benefit from knowing about. It is also important to check in with new hires regularly to make sure they are not confused about any internal process. Regular check-ins are crucial in monitoring how well hires adjust to their new work environment. 

Integration into the Management Team

One of the hardest aspects of starting a new job is integrating into the team. This can be even harder at the executive level because the team is smaller. Team building activities are a key part of any executive onboarding strategy. The new hire needs chances to socialize with other executives and start to build a relationship with them. This will allow the team to develop mutual trust, which is of great importance at the executive level. Any person in a leadership position who feels like an outsider will not stay long, so integration into the management team has to be a top priority for new hires.

Beginning a job as part of the C-suite isn’t easy. New hires are given a lot of responsibility early on and have to adjust to a new culture, new company processes, new team members, and so much more. Moreover, many don’t receive a real onboarding experience. To improve the chances that a hire will succeed as an executive, communicate clear expectations, educate them about company goals and internal processes, and integrate them into the management team early on in the process.

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Traits That Lead to Success in the C-Suite

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The modern work environment continues to change around the country rapidly. Workplaces are trending toward remote workforces, focusing on employee health and wellness, decentralized offices, and using more technology than ever before. To stay competitive, be ready to adapt and develop these traits.

Be Resilient

If we learned anything from the pandemic, it’s the importance of resilience. Adversity and stress are unavoidable in corporate America, and resilience can help you adapt and emerge even better than you were before. Although some people might have built resilience through their life experiences in the past, it’s still something that anyone can develop. First, build your connections by prioritizing your relationships or joining a group to gain social support. Resilient people also tend to focus more on personal wellness than others. From getting regular exercise to finding purpose, be proactive to learn better and faster. 

Be Consistent

Becoming a little better each day doesn’t have to be a huge endeavor. Small habits can make a big difference. Spending just ten minutes a day reading can help you finish a book a month. Some of the world’s leading executives prioritize self-improvement and ongoing learning by reading consistently. If you’re struggling with consistency, then follow these rules:

  1. Focus on the process rather than the outcome.
  2. Be present.
  3. Don’t wait around for inspiration.
  4. Surround yourself with people who will hold you accountable.
  5. Forgive yourself.

Be Patient

Patience is often the key to the C-suite. Since many leaders are promoted from within, sometimes it pays to stay the course if you are a great culture fit in a company. Remember that you’re already in line for a promotion, but you have no control over career succession. If you can’t wait for the current leadership to retire, then an executive recruiter can help by sharing other options. Be patient, but keep adapting to the changes going on around you.

Be a Forward-Thinker

Forward-thinkers stand out in their ability to see the larger picture. Don’t hesitate to move outside of conventional thinking to solve problems, because pre-established ideas will only take you so far. Being average is comfortable, but some of the world’s most outstanding CEOs have been eccentric, open-minded leaders.

Finally, don’t be complacent when it comes to developing new skills. Set realistic goals and solicit feedback to learn about your strengths and weaknesses. Career progression is a marathon that requires consistency and patience. Succeeding during uncertain times also requires a certain amount of resiliency and open-mindedness.

 

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Top Tips for Being a Better CEO

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Strong leadership is always the common denominator of successful businesses. Some of the world’s top CEOs stress the importance of creating servant-leadership-driven cultures. You can start to reinvent your company from the inside out by giving employees more autonomy and allowing them to fail as they continue to learn and grow. Still, being a CEO is an ever-evolving journey and requires knowing different ways to approach growth. Here are some specific mindsets and tips for becoming a better CEO.

Beat the Odds

Did you know that companies only have an 8% chance of jumping from the middle to the top of their industry? Start taking more drastic approaches to beat the odds by focusing on making big moves that matter. Winning companies know the importance of their employees. That is why companies are so focused on hiring and retaining the best people. When you have good employees who share a vision and are focused on solving a problem, your company is sure to do great things. However, achieving this goal takes an investment in relationships and building trust within your organization.

Empower Your Employees

Great leaders inspire people to come to work every day. An effective way to empower your employees is to make stronger connections with them. Understand what their work means to them. Then, praise those employees regularly when you see improvements and progress.

Remember, people don’t like being told what to do or being told when they do something wrong. That is why having a relationship with employees is vital. More organizations are looking for managers who help turn employees into problem-solvers and innovators. This transformation can only happen when managers allow employees to make mistakes.

Join in the Recruiting Stage

You are only as good as your weakest link, so surround yourself with the most competent people possible by joining in the recruiting stage to learn what candidates think. Many hiring managers have a track record of recruiting the most credentialed and experienced candidates. Even though these people might appear more likely to succeed, it’s often the untraditional hires that can help you beat the odds by changing the meaning of success. Sometimes it takes unconventional interview techniques to find the best cultural fit for the job, like asking non-traditional interview questions or hosting a group happy hour.

It takes a different approach to beat the odds and lead hybrid teams during times of disruption. Focus on empowering and engaging your employees by promoting a healthy work culture of teamwork, honesty, and transparency. Then, involve yourself in the hiring process to discover genuinely exceptional candidates.

 

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How Informal Check-Ins Can Improve Employee Engagement

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From increased employee health to higher retention, there are significant benefits associated with employee engagement. It also tends to ebb and flow because of the influence of so many different variables. For instance, low motivation and job satisfaction can stem from toxic work culture, poor management, lack of recognition, or various other factors. Fortunately, there are some effective techniques, like informal check-ins, that can improve employee engagement quickly. Let’s take a closer look at some of these strategies.

Plan Informal, Yet Frequent Check-Ins

First, how do you determine if your employees are satisfied? Employee engagement surveys are a good way to elicit opinions about work culture. Since employees crave feedback and recognition, providing them with regular review sessions can improve workplace engagement. Employees that are recognized regularly express the most satisfaction, followed by those that receive feedback once a month. It’s important to let employees know that they are valued by rewarding their achievements. Some organizations are having success with CEO lunch programs to help employees connect with executives. Use this time to gather ideas by asking employees what is working and what needs to be improved.

Recruit the Right Managers

Another key to improving employee engagement is hiring great managers that know how to help employees reach their full potential. Managers are typically the first line of defense against toxic employee-organization relationships since they are the first to see progress and provide feedback. It’s essential to separate egotistical leaders from modest, competent managers.

The best managers have a relationship with employees based on clear communication and a shared vision. When managers ensure everyone is on the same page and working towards a common goal, the progress that can be made is remarkable. Having the right people in place can be one of the most effective ways to keeping employee engagement strong.

Long-Term Engagement Approaches

Improving employee engagement starts during the onboarding process. Always be transparent about company goals, values, and the responsibilities of the role. Then, focus on retaining employees with professional development and career advancement opportunities. Operational inefficiencies can cause engagement to plummet, so leaders are encouraged to analyze and optimize these processes. Find areas where you can improve and fix them.

In addition to frequent recognition, employees also want a better work-life balance. Show respect and consideration to employees by suggesting flexible work schedules to meet their personal and professional commitments.

Combining these fast-track tips with some dedicated, ongoing initiatives can improve employee engagement. It should be built on a foundation of good relationships, hiring exceptional managers, and providing employees with a career map to advance with your organization.

 

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How to Strengthen Your Employer Brand and Attract Better Talent

By | Hiring Strategies, Industry Trends, Interviews, Leadership, Training | No Comments

Employees are easy to find. All over the internet, there are job postings with interested applicants in the hundreds. Landing yourself skilled talent goes beyond merely publishing job updates.

In a recent survey, 73% of CEOs complained about the shortage of employees with the required skill set. Talented workers do not embrace the first job opportunity that arrives on their doorstep. Instead, they consider many factors.

In the battle to win the top talent for your business, your branding says a lot. You need to understand the various ways you can improve your employer brand to lure skilled individuals to work with your business.

We’ve compiled some of them for you to implement.

Look Beyond Your Business Logo

You shouldn’t rely solely on your brand logo and catchy slogan to attract better applicants. Your logo and slogan must be alluring. But your organizational objectives and governing principles are what pack the punch.

Your focus should stay on creating a unique experience for your workforce and clients. This emphasis will go a long way in strengthening your brand.

Share Your Story

Everyone loves a good story—whether from a movie, a book, or for branding purposes. One of the surefire ways of attracting great applicants is to sell your brand to them. Tell them about your unique history and your vision.

For skilled applicants to be enthusiastic about working for you, they need to learn about your beginnings and how your business became what it is today.

Showcase Testimonials from Your Existing Employees

Building on the last point, have your story told from employees who have experienced it. Interested applicants want to know why people love working for your business. What makes it unique? It would help if you displayed these testimonials on your website and social media accounts.

Stand Out

Every business executive wants to apply the same formula that works. But you need a distinguishing factor to stand out. Your HR and social media manager must focus on what makes your brand unique and make that your selling point online.

Let the world know through high-quality content why it’s a great experience working for your business.

Know the Expectations of Each Generation

According to Harvard Business Review, employers could be dealing with five generations of employees and applicants: Gen Z, Millennials, Gen X, Baby Boomers, and Traditionalists.

You need to understand these people have different expectations. This insight will help you to create a diversified business. A brand that understands all age groups’ expectations is a brand that people would want to work for. It’s that simple.

Embrace Employee Development

According to a Gallup poll, 87% of millennials agree that employee development is vital in accepting job roles. Everyone is interested in the prospect of personal growth. When your business offers the opportunity for workers to grow, you are guaranteed to attract top talent.

Acquiring skilled workers is a constant battle between the best businesses. But with these tips, you will not only attract but retain the best people for the job.

 

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3 Hiring Trends You Shouldn’t Ignore in 2021

By | Hiring Strategies, Industry Trends, Interviews, Leadership, Training | No Comments

It’s a relief to put 2020 behind us finally. Few were prepared to deal with the global pandemic that put everything on hold. While a lot of businesses were forced to shut down their operations, others deployed emerging trends to stay afloat.

As we now navigate towards a post-pandemic world, we must recognize that nothing will remain the same. Recruitment today has shifted from the norm. Thus, there are certain trends you should take note of when hiring new staff for your business.

Here are 3 of the most important hiring trends you shouldn’t ignore this new year.

Virtual Recruitment is the New Normal

As a result of the pandemic, many businesses have adapted to remote work. Top tech companies like Google, Twitter, and Microsoft have fully embraced this mode of operations. As people can now work from the comfort of their homes, this influences recruitment and even onboarding exercises.

Several companies have utilized virtual board meetings in times past. It is natural to implement the same process for hiring new staff. Initializing an encrypted virtual hiring process is bound to save you time and money in the long run.

Before the virtual interview, send out setup tips to interested applicants. This will help avoid potential tech problems.

Diversity Is Important

While the last year ushered in the pandemic, the Black Lives Matter campaign also took center stage. With several voices clamoring for diversity in the workplace, it has become a necessity to hire people across racial lines.

As your business is looking for ways to broaden its presence, you need input from a diverse workforce to create products and services that will suit everyone. A diversified workforce is vital in making that possible. Diversity is a profit driver for businesses, and you should quickly adopt this during recruitment.

Focus on Employer Branding

Applicants are now looking to work for a reputable brand and not just any company that offers juicy incomes. Now, more than ever, businesses should focus on their branding.

There are several ways you can attract the best people to work for your business:

  • Taking stronger stances on societal issues
  • Showcase testimonials from your existing employees
  • Deliver high-quality content on your website and social media pages
  • Tell your applicants what they stand to gain working with you.

The landscape for recruiting and retaining employees has made a significant shift from the way it used to be. Working with an experienced recruiter can help you find the best talent in this evolving scene.

 

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Important Questions to Include in Your Interview Process

By | Hiring Strategies, Interviews, Training | No Comments

Having the right skills in itself isn’t enough to make someone right for a job. As an employer, you will interview a lot of people who have the right skills and experiences. The best talent also has high emotional intelligence. Unfortunately, many of the generic interview questions that managers ask do not provide enough insight. The best advice about interviewing you can get is to customize the question list in a way that gauges the candidate’s emotional intelligence. Below are some questions to ask candidates.

What Failures Did You Learn from the Most?

One way to assess someone’s emotional intelligence is to see how they react to adversity. Listen closely when a candidate talks about their weaknesses and failures. Failure is the heart of success. No one is successful right away. They learn from mistakes and become better. Someone who breaks down at the first sign of failure is not going to be a good employee. Look for candidates who view failures as opportunities.

Have You Ever Noticed Someone at Work Was Struggling? What Did You Do to Help?

Ask questions that will give you an insight on how the candidate will interact with co-workers. This is just one example. You can also ask about a time they had a conflict with a colleague, among others. These types of question will tell you a lot about the candidate’s attitude and interpersonal skills. You don’t want an employee who stirs up drama and can’t be a team player. Find someone who will build people up and be a positive influence on the team.

Have You Had a Boss You Found Difficult to Work with? How Did You Deal with the Situation?

See how the candidate handles authority. The employee-employer relationship can sometimes be tense. You don’t want to hire someone who is uncooperative and resistant to authority, but you also don’t want someone who is so servile that they never speak their mind. In some cases, employees will have to work with multiple managers and will need to juggle different personalities. There is a lot of opportunity for conflict there, so you need employees who have high emotional intelligence.

It’s easy to find a candidate who checks all the right boxes on paper. But you can’t tell someone’s emotional intelligence by looking at their resume and cover letter. Find someone who will respect managers and colleagues, learn from their mistakes, and navigate conflict and disagreements gracefully.

 

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Stronger Than Yesterday

By | Executive Assistant, Hiring Strategies, Leadership | No Comments

Resilience. It’s one of the secrets to survival, both professionally and personally. It’s what’s gotten you to where you are, and it’s what will help define who you will become. Looking back at some of the toughest situations you’ve endured, you may have felt there was no other choice. It was a natural instinct. And while it’s true that resilience can come innately, it’s also a learned skill. Instead of leaving resilience up to chance, consider strengthening those muscles by choice. How can we lead a more resilient life, and lead a more resilient team, in the year to come?

A Core of Confidence

Everyone has an inner critic. Who do you compare yourself to, and why? Although comparison can create competition, which in turn can fuel achievement, it’s a balancing act. While constructive criticism can deter certain behaviors in the short-term, positive reinforcement is generally better for shaping new and lasting behavior. It’s also at the core of creating confidence.

As a leader, recognize that criticism doesn’t increase competency. You are simply sharing what not to do, instead of what to do. Imagine a child learning how to ride a bicycle. Which environment shapes a more confident future cyclist: pointing out each time they fell down, or pointing out what they did to stay up?

Confidence increases productivity and causes you to choose more challenging tasks, which makes you stand out amongst your peers. You naturally create a more cohesive workplace environment; confident people celebrate the accomplishments of others as opposed to insecure individuals who try to steal the spotlight and criticize others in order to prove their worth. Speaking first and often (a sign of high self-esteem) makes others perceive you as a leader. In fact, over-confident people are more likely to be promoted than those who have actually accomplished more.

A Fondness for Failure

Consider failures as beginnings, rather than endings. You’ve probably learned more from failures than any other source of wisdom. Teach yourself, and your team, to focus on the data and facts. Embrace failure’s value as a teacher, get curious about the information it provides, and be open to where it leads you next. You may even find you fail less when you don’t fear it.

Failure is either redirecting or reaffirming. If failure caused you to take a different path, it’s because you saw it heading towards a dead-end. If failure caused you to get back up and keep going, it reaffirms you are committed to a goal and it’s worth fighting for.

The Power of Purpose

We have the freedom to choose our actions, our profession, our financial needs, and the path of our life. Each day is not about what we have to do. It’s about what we get to do. Strength can come from the recognition that there is a bigger purpose, a desire to make a difference, and a need to have a higher meaning behind the choices we make.

Spend time focusing on this for yourself personally, and with those you lead. Some points to ponder:

  • Who in my life do I care to impact the most? How specifically am I going to mentor and impact those individuals?
  • What are five things I would put on my bucket list, and with whom would I want to experience them?
  • What experiences am I most appreciative of in my life? How can I help others have that same experience?
  • What moment in your life are you most proud of? How can you duplicate more of those moments?
  • What, and who, am I thankful for today?

“The purpose of life is not to be happy. It is to be useful, to be honorable, to be compassionate, to have it make some difference that you have lived and lived well.”
– Ralph Waldo Emerson

The Steps for Success

Teach the importance of:

  • Taking a deep breath.
  • Taking another.
  • Focusing on the next thing that needs to be done in order to keep going.

If you wake up suffocated by the list of things that need to get accomplished today, start with getting up and brushing your teeth. When you feel anxiety over an important deadline, make a list of things that need to be done and do just one of them. If your email inbox is exhausting, unsubscribe to a few distribution lists that you never signed up for. Stop longingly looking at pictures of other people’s photos on social media, and spend that time scrolling through your own pictures and cherished memories instead. Don’t focus on the big things. Start with the littlest and decide where to go from there. Take an action, any action. Manufacture your own momentum.

Have an appreciation for your history. What are some of the toughest things you’ve experienced? How did you get through them? You probably already know quite a bit about being resilient but haven’t stopped to admire it.

Remember: you’ve got this. The person who has gotten you through the toughest parts of your life is you.

 

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