Learn more about Chuck Aardema, Executive Recruiter at Gilman Partners.

A lot of attention is given to what a great resume looks like from its content to its ideal length, but there is often less focus on the anatomy of a strong job description. Just as a resume serves to grab the attention of a potential employer, the right job description can make or break a position in the eyes of potential candidates.

The failure of a new leader can cost an organization dearly—most estimates are more than double the executive’s compensation. Add to that an estimated new leader failure rate near 50% and it’s safe to conclude the inherent difficulty of leadership transitions.

You’ve probably heard about executive coaching—or possibly you’ve had a coach yourself. A coach helps you look around and adapt, see forward and focus.

Gilman Partners has hired talent management executive Mary Morand to lead its newly formed Talent Advisory Practice.

For nearly 40 years, Cincinnati-based Gilman Partners has identified, recruited, and placed top leaders for clients throughout the Midwest as a retained executive search firm.

Chuck Aardema joins Gilman Partners with a breadth of business and human resources experience, having served as the VP HR in the paper, consumer products, retail/wholesale, and food industries.

Need some summary data for this one...

Top talent is often attracted to big companies that can woo them with a well-known brand, large budgets and generous benefits. But highly qualified candidates shouldn't overlook the opportunities that can come from working for smaller organizations.

With the tight job market making it harder to find senior-level leaders, many organizations are turning to executive search firms to assist with sourcing and hiring top talent. Though these relationships can sometimes be short-term projects, choosing to engage a retained executive search firm can drive even better results for your company in both the short and long term.