Adapting Hiring Techniques to the Evolving Job Market

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.

Gilman Partners in the News: Succession Planning Made Smart

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 in the News: WVXU's Cincinnati Edition

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.

Talent Drives International Expansion

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.

How Competitive is Your Compensation Program?

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.

Seven Tips to Help You Prepare for a Virtual Interview

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.

Gilman Partners Launches Website Re-Design

Gilman Partners is constantly changing and improving, and this week we rolled out yet another example. Though our former website served us well, it was time for a fresh design that better showcased our people and our successes. The new Gilman Partners website still features information about our services and a database of open positions, but it also allows us to share more about the things that matter most.

Corporate Athletes Emerge as Winners

Many organizations realize the value of having former collegiate or professional athletes on their roster or in their boardroom. An October 2014 study of female executives by Ernst & Young linked former female athletes to strong leadership potential and a high career success rate, and a Fast Company article from April 2014 noted intercollegiate athletes often demonstrate strong time management skills and work ethic early in their careers.

Volunteering - What's in it for Me? (It's OK to Ask!)

Though Gilman Partners focuses on hiring solutions for the some of the region's most well-known companies, we are often asked for tips designed to help candidates land their dream job. While this post is offered to support job seekers, it is important for hiring managers to remember why volunteering is important as well. Growing up in a family where both parents were avid volunteers, I inhabited a rich learning lab, and throughout my life it would have been strange not to be involved in our community.

Five Reasons Your Business Can't Afford a Slow Hiring Process

The unemployment rate in the U.S. is dropping, but recent studies by Glassdoor and DHI Group show it's taking employers longer to fill open positions than anytime in the past 15 years. Analysts point to many reasons for the hiring slowdown including lack of skilled labor, overwhelming numbers of online applicants (who may or may not be qualified for the position), a push toward group or panel interviews, and time-intensive screening policies. But one thing is clear: A long hiring process doesn't always produce a better candidate.


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