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Posts Tagged ‘executive search’
Thursday, March 29th, 2012
 The Benefits of Having an Executive Search and Recruiting Partner
How many times over the last 12 months have you either said or heard one of the following statements voiced during a hiring process?
- Everyone is underemployed or unemployed; so we should be able to hire talent quickly at all levels of the organization and within any function.
- Candidates are ready to jump for any new opportunity presented to them, according to recent polls, articles and news feeds.
- In this economy, we should be able to hire whomever we want.
- People should want to jump at the opportunity to work for us.
You can quote me on this: The comments above are all outdated and uninformed perspectives.
We maintain that our clients must be better prepared—now more than ever—to attract, sell and engage the right talent in the recruiting pipeline to fulfill the needs of the organization.
Having a recruiting & search expert on your team will help you:
- Get started
- Build a plan and process
- Create a clear strategy
- Foster alignment among the team
- Ensure you are not over-screening or screening out the best suited talent
- Enable you to tap into the “Right” candidate pool versus those who apply for your opportunity.
A talent and recruitment expert will ask the tough questions, not only of your leadership team and hiring authorities, but also of the selected candidates. We take down the proverbial elephants in the room.
Recruiting and Executive Search experts will also take the appropriate steps to ensure your team understands where your hiring successes and missteps are, or have been.
In short, an expert can help you align your overall business objectives with your talent strategies and plans.
We understand that your time, efforts and strengths need to stay focused on where you can make the greatest impact for your business. Our time, efforts and strengths will be focused on where we can make the greatest impact for your business: helping you find and hire the “Right” talent for your needs.
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Tags: attracting talent, becky scheeler, business adviser, Centennial Inc, executive recruiting, executive search, Mike Sipple Jr., mike sipple sr, randy pound, ranny muasher, recruiting, talent management, talent partner, talent planning, tj bugg
Posted in Communication, Corporate Culture, Hiring & Recruiting, Recruiting & Executive Search, Succession Planning | No Comments »
Tuesday, July 19th, 2011
Depending on the size of your organization you may spend thousands or even millions of dollars managing the brand of your products and services.
Managing a brand is the effort of managing your unique product or service offerings, why customers should buy from you and why your consumers should trust your product to meet or exceed their expectations.
Employment branding is the perception and reality of what it is like to work and do business with your organization.
Who defines your employment brand?
Your current employees, passive and active candidates, suppliers, vendors, clients, prospects, past employees and your key stakeholders.
Your employment brand is the most critical brand you should be investing in – it is critical to winning the war on talent. We encourage you to continue investing in your employment branding if you are currently. If you are not, it is time to step up your game. What if you do not? Your competitors will be happy to attract the ‘top talent’ to their organization…
An effective employment brand will make an impact on your entire talent management process. It will assist you in attracting and recruiting key leaders to your organization. It will enable you to develop and engage your talent. It will make a significant impact on your retention efforts of the best and brightest.
“The art and science of employer branding is therefore concerned with the attraction, engagement and retention initiatives targeted at enhancing your company’s employer brand.” Brett Minchington
Just as you invest money to attract, recruit, engage and retain your key clients, customers and consumers you should be investing in your current and future employees.
Take the lead! Create short-and-long-term dividends by investing upfront in your employment value proposition, marketplace perceptions, and employee realities.
Is it an investment?
Absolutely – it will take time and extensive effort but it will be worth the investment! Engage your executive team, leadership team, people managers and everyone else in the organization and start leading your employment brand today.
During the journey ask great questions, be authentic and care about each and every last individual who has come in contact with your organization.
~Your Executive Search & Recruiting Adviser
Mike Sipple Jr, Vice President – Executive Recruiter / Talent Aquisition Expert / Business Advisor
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Tags: attracting talent, employer brand, employment brand, employment branding, engaging talent, executive recruiting, executive search, recruiting, retaining talent, talent value proposition
Posted in Communication, Corporate Culture, Employee Engagement, Employment Brand, Hiring & Recruiting, Leadership, Motivation & Inspiration, Recruiting & Executive Search | 2 Comments »
Tuesday, July 12th, 2011
“When does our organization’s executive search & recruiting process start?”
It’s an active process that is developing every moment of every day, as your employment brand perpetually communicates the value you are placing on:
- The values your organization lives out – not simply what is written in the lobby
- The true ‘culture fit’ of your company
- The chemistry dynamics of individuals and teams within your organization
- The probability of success
- The scope of developing, engaging and retaining the ‘best’ talent to hit your goals and objectives
- The impact an employee will experience if they accept an opportunity with your organization
- The short and long-term challenges a hired candidate will have if they accept the position
- Growth and succession planning
- Professional and personal time
- The truth – what it is really like to work at your company
- Authenticity – never before has authentic leadership and authentic culture been more important to leaders
- Passion – every “A” player wants to join a passionate team that has a consistent and constant desire to succeed!
If you believe the recruiting process starts when you or your HR department ‘finally’ get around to posting a position externally, it is time to have a crucial conversation with your leadership team, people managers and key stakeholders to discuss how you can best position your employment brand and proactively attract the right candidates to your organization.
What question should we ask to start this meeting?
Watch this video and ask your leadership team to be critical of your recruiting and hiring processes. If you want to recruit the best talent you must have a culture that attracts the best!
To Recruit Top Talent You Must Have A Culture That Attracts Leaders
~Your Executive Search & Recruiting Advisor
Mike Sipple Jr, Vice President – Executive Recruiter / Talent Acquisition Expert / Business Advisor
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Tags: best places to work, centennial, company culture, company values, employee engagement, employment brand, executive recruiting, executive search, Inc., Leadership, mike sipple, recruiting, retention, succession, succession planning
Posted in Corporate Culture, Employee Engagement, Employee Retention, Employment Brand, Hiring & Recruiting, Leadership, Motivation & Inspiration, Recruiting & Executive Search, Succession Planning | No Comments »
Thursday, December 9th, 2010
Generated by: Facebook Members
I was recently asked to share what defines “A” players in the marketplace when recruiting leadership and key talent. The client asked, “what characteristics and traits should we be seeking if we truly want to recruit “A” talent to join our organization – executive leadership, management team and key people leader positions”. Although I could speak about this topic all day long, and technically do, I thought this would make for a great conversation with our blog readers!
First, let me share that this mindset in and of itself is unique. Too many organizations get comfortable in what has been successful and never move the needle beyond the point of yesterday’s success. This client, however, saw an opportunity to capitalize on what success looks like for the future. It’s exciting to partner with companies that are action and results-oriented!
They wanted to complement what has made them successful in the past decades with what will make them successful in the future! They truly do want to soar beyond where they are today…and
Second, I proceeded to share with them that an “A” candidate for one client does not equal an “A” candidate for another. However, after thinking through this organization’s request, I realized there are certainly traits that are consistent of top talent today.
Below is an initial list of traits that I believe define “A” candidates and top talent in today’s ever-changing environment. This list constantly evolves based on key learning’s from our client engagements and the dynamic definition of ideal talent in today’s marketplace. That said, here is my perspective today on what defines “A” talent:
Top 10 Attributes That Identifies “A” Talent
The executive and human resource team that asked this question is leading a growing organization in the consumer package goods and distribution industries and has been wildly successful over many decades. They are reaching for a new level of success and being challenged by the ever changing customer demands and the consumer/customer centric movement. During our engagement together we have been focusing on their identified strengths while recruiting leadership and talent that will stretch their minds and business beyond where they are today as they seek the desired next level of success.
What would you add to this list? What traits do you seek in top candidates and “A” leadership? What traits do you see as the ‘driving motivators’ of selecting the right candidates? How do you benchmark these traits among candidates?
Mike Sipple Jr. is Vice President of Centennial, Inc., an executive recruiting, talent strategy and career coaching firm. Mike is passionate about attracting, recruiting, developing, engaging and retaining top talent for changing and growing organizations. As a second generation recruiting executive this business is thought to be a calling!
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Tags: attracting talent, centennial, employment brand, executive leadership, executive search, hiring, Interviewing, Leadership, leadership characteristics, recruiting, talent acquisition, talent assessment, talent succession
Posted in Employee Engagement, Employment Brand, Hiring & Recruiting, Interviewing, Leadership, Motivation & Inspiration, Recruiting & Executive Search, Succession Planning | No Comments »
Friday, May 21st, 2010
 When asked, “What should be included in a job description to ensure highly qualified candidates?”, Mike Sipple Sr. shares the following with his clients and relationships.
You should create the job requisition, which typically includes a list of criteria. You should then sit down with the decision maker and the people who will be influential to this role – ideally in a group meeting. Ask for feedback; ask for what’s missing; ask for what’s really needed to be successful in this role. This process tends to get more into the culture, character and chemistry fit. The experience and skills are a given today. You have to be able to do the job, but you must also be a fit with the ‘intangibles.’
As you gather this information from the influencers and decision-makers, you must be able to get consistent feedback and a consensus on what the ideal candidate needs to possess. If you don’t have a group discussion and clear consensus of what you are and are not seeking, it will only cause disagreement regarding potential candidates later. It’s critical to get consistent feedback from the whole team – it can’t be just one person’s input. Typically more than one individual will be involved in the final decision as you hire a new executive and leader.
You should also consider what the role will be six months to two years from now. Consider what will be needed and recruit accordingly today for what’s required in the future. Part of the candidate assessment should determine if the person has the ability and/or interest to grow into that bigger role as they progress in that career position.
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Tags: executive search, hiring, Interviewing, job descriptions, Leadership, qualified candidates, recruiting
Posted in Employee Retention, Employment Brand, Hiring & Recruiting, Leadership, Recruiting & Executive Search, Succession Planning | 3 Comments »
Thursday, May 6th, 2010
In the market today, the “noise” is at a considerable volume. There are very talented professionals, who got caught in unfortunate layoffs and are still in transition. There are highly skilled people who have jobs today, but with the positive trends in the economy, are starting to feel less afraid about making a career move. Then, of course there are the plethora of ‘others’ in job seeker mode. Their resumes look fairly solid, and they can interview fairly well, but are they the best fit for your role? How can you feel confident that you’re getting the ‘right’ person for your position? And how can you prevail against your competition to get them?
Based on our extensive experience, here are some tips and suggestions we recommend to get the best talent for your organizational needs.
- Be sure you can clearly identify and articulate the resource needs you have. Be ready to define the details of who you’re looking for as much as what you’re looking for. Understand clearly what kind of person would make the best fit (and be sure they don’t already work for you!) Also be prepared to make the appropriate investment for this talent. Do your research and be knowledgeable before you begin your search process.
- Don’t mistake resume activity for successful recruitment progress. Quantity is different than quality, and as earlier stated, there’s a lot of noise out there to sift through. Questions regarding chemistry, character and cultural fit are equally as important as understanding qualifications. Unless you are specifically targeting the most qualified people, expect that you’re going to have to sift through a massive amount of resumes…and you still may not find the ‘ideal.’
- Recognize that it’s a different market out there today. Candidates are working hard to promote themselves and to ‘fit’ into many different roles. You should explore to clearly understand a candidate’s highest and best use to determine if they’ll bring the right value you need for your organization.
We will provide more to think about in the next post…Part 2 of Prevailing In The Talent War!
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Tags: executive search, hiring, Interviewing, passive candidates, recruiting, retaining talent, talent acquisition, winning the war on talent
Posted in Employment Brand, Hiring & Recruiting, Interviewing, Recruiting & Executive Search | No Comments »
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