We all know talent is in demand. Every executive and business owner I talk with mentions how tough it is to find and retain workers. Filling open positions with highly qualified people can be especially difficult. Starting a search, interviewing candidates, checking references and conducting background checks are time consuming and expensive. In addition, there…
Over the course of my executive search career, I have talked with thousands of individuals about their job and career interests. Many people contact me when they are unhappy with their current situation. Other times, I am reaching out to passive candidates who are happy in their role but may be open to a better…
The 2018 Gallup Employee Engagement poll revealed that, globally, only 15% of employees are engaged. In the US, the percentage of engaged employees was 30% in 2012. In 2017? 30%. Yet, Gallup research also shows that organizations in the top quartile of engaged employee percentages enjoy these benefits: 10% higher customer metrics 17% higher productivity…
Stick to the Plan “Randy’s Talent Rules” is my way of sharing observations and recommendations for attracting and retaining great talent. However, there is a second meaning to “Talent Rules”. Literally, talent rules! Further indication of the shift in power to employees came earlier this month when the Labor Department released their JOLTS report showing…
Cultivating Future Leaders We have a great client in Northeast Ohio that truly values its employees. Most of the company’s press releases are about people who have been promoted from within, many who have been with the company their whole careers. While a few executives have been hired from the outside, most are “home grown”…
Rule # 2 Recently I talked with a job seeker who told me an interview horror story. He said he applied for a role that seemed like a great fit and was asked to come in for an interview. After a one hour drive to the company location, in rush hour traffic, the HR manager…
Career Agility Earlier this week I had a great time talking with the Northeast Ohio chapter of the Institute of Internal Auditors about Organizational Culture. As part of the presentation, I asked the audience if anyone thought their company would NOT go through major changes in the next five years. No one raised a hand….
Are you challenged with attracting talent? Since the Great Recession when the supply of resumes seemed endless, most organizations have used hiring practices that screen out (exclude) unqualified people. It’s time to reverse that thought process. Organizations that build hiring practices to screen in (include) talent and potential will be better at attracting qualified people.