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.
Gilman Partners is pleased to announce that Garry Horton has joined the retained executive search firm as a Search Consultant. He will join the team in supporting senior recruiters on their searches.
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.