Acquiring the right talent or obtaining the correct career move can be a little arduous and daunting method for anyone. Moreover, when you work in a high-profile industry or sector and are looking for a unique set of specialist skills, the process becomes even more difficult. 

Hiring new workers can be a time-consuming and costly process for companies, making significant resources but rarely provides any guarantees. 

Moreover, employers understand completely the importance of top talent, who can accelerate their company forward and increase profits. On the other hand, the Human Resource department faces a challenging task in ensuring a steady flow of talent into the business while also hiring individuals who are suitable for the job and culture of the organization. 

Read the full article at: www.hrcsuite.com

Hiring a new employee can be a time-consuming and tedious process. If you hire the right individual, then your business will do well, but if you hire the wrong one, then all the effort to hire that candidate will go to waste. This is why companies have turned to recruitment agencies to make the hiring process more manageable. 

Multiple Vacancies

When done in-house, recruiting can become a challenge, and many positions can take months to fill. If you have many vacancies and are looking to mass-hire, then an external recruiter is right for you. They can quickly filter a list of candidates that have the requirements for the position. External recruiters can also help you find candidates pre-verified with background checks before they even reach the interview room.

Read the full article at: businesspartnermagazine.com

There’s good news and bad news in the fight for gender equality in Corporate America.

The good news: according to a new Korn Ferry study, the percentage of female executives (identified as vice president and above) has risen considerably in the last five years, from 31 percent in 2016 to 39 percent in 2021.

The bad news: The Covid pandemic has been devastating for women on the rise to roles for the future, and there are still far fewer women executives than men in the C-Suite overall. This is particularly woeful in general management overall and in many key functions and industries, more specifically.

In many instances, setting out to simply hire more women executives won’t alleviate the gender gap at the top of organizations.

Read the full article at: chiefexecutive.net

There’s no doubt that the once futuristic hybrid work model is already here. Earlier this year, a Gartner analyst was quoted saying that about 60% of the workforce are choosing the hybrid option. Even as the world begins to open up, I suspect that we will never quite return to the way things were before this pandemic started.

During 2020, many business leaders including myself faced the challenge of moving hundred- or even thousand-person teams in one direction—rallying them to use the same digital collaboration tools and adopt the same process for working with remote, distributed teams. At Whatfix, we had the benefit of already running a global distributed workforce. However, suddenly shifting everyone to remote work and now formulating strategies to create a hybrid workforce brought about its own set of challenges and learnings. Throughout this journey, I’ve learned three do’s and don’ts that helped me guide my team, which I believe can serve as a blueprint for other business leaders as well.

Read the full article at: chiefexecutive.net

You should hire someone when you need to hire someone. More than 650,000 Americans work as recruiters. 

What does a recruiter do? What are some important skills that they should have? What exactly happens when a company recruits for a position? 

Answer these questions and you can enrich your understanding of human resources and job applications. Here is your quick guide. 

Recruiter Tasks 

A recruiter fills important jobs at companies. They are sometimes called “an executive recruiter,” focusing on filling high-level jobs for major corporations. But you can work as a recruiter for middle managers and less important positions. 

Read the full article at: businesspartnermagazine.com

Covid-19 has taken its toll on the workplace; by some accounts, 7 out of 10 workers believe the Covid era has been the most challenging period of their professional lives. In healthcare—the industry in which I serve—I believe that ratio to be much higher.

The workplace disruption has translated into tremendous uncertainty in the executive job market. Candidates throughout the pandemic have been skittish though not shy about searching for new work. In a WittKieffer survey conducted last fall, 95% of executives indicated that they were at least open to a new role. Covid has given leaders a greater sense of prioritization about what’s important for them personally and professionally—and often this means a job or career change.

What has also changed is the way that executive recruiting is playing out. My colleagues and I have adopted new practices and habits in order to meet candidate expectations and serve clients better. 

Read the full article at: chiefexecutive.net