The One Question I Always Get: It's Not Where You Sit. It's Where You're Going.  

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.)

The One Question I Always Get : Why is the Position Open?

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.

Making Time for Exit Interviews

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.

Five Things to Consider When Developing Your Organization's Flexible Work Schedule

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.

Third Quarter 2016 Highlights

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Gilman Partners Launches Commercial Real Estate Practice

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.

Gilman Partners Welcomes Debra Savage

Gilman Partners is pleased to announce that Debra Savage has joined the team as an Executive Recruiter. She specializes in accounting and finance searches with a focus on CFO, controller, human resources and strategic planning roles.

Organizations are Responding to the Demand for Top Talent

With fewer workers actively seeking new job opportunities, our clients have recognized that talent is in high demand. Here are some of the ways they're reacting: Speeding up the interview process - Top candidates have many options available to them, so organizations are finding they need to move faster in the interview process to prevent talent from going elsewhere.

How to Attract Passive Candidates in a Tight Job Market

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.

Gilman Partners Announces Non-Profit Leadership Practice

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.