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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 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.

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.

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.

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.

Hiring individuals who align with your company's core values, ethics, and culture can be critical to their success as well as that of your organization. However, successful and thriving companies continue to evolve their culture in order to maintain their competitive advantage. Cultivating organizational culture, or culture shaping as it's often known, continues to be a hot topic within management conversations. Culture shaping is done with purpose and starts at the top.

As Baby Boomers are planning for retirement and thinking about the future of their companies, many are concerned they haven't recruited enough top talent to step into open leadership positions. Businesses are fiercely competing for top talent to join their organizations, hoping those recruits will replace the Boomer generation in the coming years.

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.

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.