All employees--from new hires to the seasoned veterans of your organization--crave feedback. It is essential for helping them understand how they are performing as well as for shaping both short and long-term career goals. For years, feedback primarily came via annual performance evaluations.
With low unemployment rates making it hard to attract top talent and three ideologically different generations together in the workplace, 2016 was a year of change for many organizations. 2017 promises more of the same.
The question of annual salary is certainly on the minds of job candidates - and it's on the minds of employers, too. But most candidates for professional positions know that asking, "What is the salary for this position?" in an initial interview can leave a negative impression with the hiring manager. So when is the right time to inquire and to whom should you direct the question?
During an interview, job candidates often ask me where the position reports within the company. This is important, as you certainly need to understand how the job fits into the organizational structure, what the short-term expectations are for the role, and whether the actual position matches the advertised one. (Thankfully, it's a rare occurrence when it doesn't, but it has happened.)
As a recruiter at a retained executive search firm, candidates often ask me, "Why is the position open?" A good recruiter is going answer this question fairly and honestly. If the former occupant was fired, they will tell you. If it's a tough place to work, you have every right to know. If it simply wasn't a good fit, they should tell you that, too.
I know what you may be thinking: "Conduct exit interviews? The employee is already leaving. Is it really necessary at this point?" Instead of looking at exit interviews as just one more task on your plate, consider the bigger picture and the benefits of obtaining information from an employee who likely has a lot to say.
In today's time-strapped society, there is clear evidence that flexible work schedules are one of the most-desired benefits by employees of all types of organizations. Whether employees are Millennials living in an "always on" world, Generation X/Y-ers with busy lives and strong familial connections, or Baby Boomers looking for their "second act," the freedom granted by flexible work schedules is increasingly valued.
After years of local and regional success conducting searches in commercial real estate and economic development, Gilman Partners has formalized and launched a Commercial Real Estate Practice, and will expand services throughout the Midwest and into the Southeast. The firm will continue to focus on mid-to-upper management positions in areas related to commercial real estate development, construction, and economic development, including ancillary industries like architecture and engineering.