As unemployment has stayed at relatively low levels and the labor market has continued to tighten, talent is in demand and the job market is now dominated by passive job seekers - those who aren't actively pursuing a new opportunity. The shift from active to passive job candidates means companies have to think differently about recruiting and take new approaches to attracting the employees they need.
Based on growing demand in the region for talented leaders of non-profit organizations, Gilman Partners has focused its expertise and resources to formalize a Non-Profit Leadership Practice.Under the direction of Barry Elkus, in collaboration with Karen Finan, the practice partners with non-profit organizations to identify, screen, and attract talent for mission critical roles including CEO, COO, CFO, Executive Director, and Chief Development Officer.
Hiring individuals who align with your company's core values, ethics, and culture can be critical to their success as well as that of your organization. However, successful and thriving companies continue to evolve their culture in order to maintain their competitive advantage. Cultivating organizational culture, or culture shaping as it's often known, continues to be a hot topic within management conversations. Culture shaping is done with purpose and starts at the top.
As Baby Boomers are planning for retirement and thinking about the future of their companies, many are concerned they haven't recruited enough top talent to step into open leadership positions. Businesses are fiercely competing for top talent to join their organizations, hoping those recruits will replace the Boomer generation in the coming years.
The economy is rebounding, unemployment is down, and college graduations are marking the introduction of a fresh group of employees into the job force. As the labor market is tightening, talent is moving quickly and salaries are going up, but we're also seeing a strong shift toward passive job candidates - those who aren't actively seeking new employment.
As baby boomers move toward retirement, many nonprofits are facing the departure of longtime executive directors and CEOs. Others are learning their executive director or next-in-line leader has been recruited to run a larger organization to fill a vacancy created by a retirement.
Gilman Partners' Michele Plessinger was on WVXU's Cincinnati Edition yesterday to talk about employee benefits and compensation packages. Michele was joined by leaders from POSSIBLE Cincinnati and Strategic Employee Benefit Services.
International Business Expansion Creates Opportunity and Excitement for Many Growing OrganizationsRecruitment of a strong talent base is an important element of success and it must start from the inside. Companies relocating to the U.S. often face unanticipated challenges when identifying a new leader, team members, or trusted service providers.
Chances are, your employees are not dancing in the streets because of their 3% salary bumps this year. That's been the average increase for most salaried employees for the past few years after several flat or declining years during the recession. On the other hand, top employees who decide who decide to change jobs can expect a base salary increase of 10-15% from their new employer.
As technology continues to advance and employers aim to expand their job applicant pools, the virtual interview is becoming increasingly more common. Virtual interviews are quickly replacing over-the-phone or even face-to-face interviews.