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.
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.)
Cincinnati Nonprofit Leaders Discuss Transition and Succession Planning
- Jul 28, 2022
HR Roundtable Recap:
Strategies for Recruiting and Retaining Talent in 2022
- Mar 21, 2022
Are You Ready for a Career Change to Nonprofit?
- Feb 15, 2022
2022 Talent Trends:
Best practices for retaining talent in the ever-shifting labor market
- Jan 13, 2022
HR Roundtable Recap: Fostering Inclusion and Belonging in the Workplace
- Dec 07, 2021