How to be a More Effective Leader When Hiring Talent

28.09.2017 01.51 EST

The recruiting industry has been talking about the War for Talent for years, and there are some recent signs that indicate we should be paying more attention to this issue – and sooner, rather than later. As noted in Forbes, the U.S. unemployment rate fell to 4.6 percent in November...

2016, and in May 2017 it dropped even further to 4.3 percent – the lowest jobless rate since August 2007. Additionally, LinkedIn’s Global Recruiting Trends in 2016 reports that 59 percent of companies are investing more in their employer brand compared to last year.   As we continue to hire new talent, the competition is nipping at our heels. It’s not uncommon now to speak with an executive who has received several offers simultaneously. Given the increasingly competitive search environment, having a recruiting strategy in place before you need to hire a new team member is a critical step to attracting the talent you need. Here are some steps you should consider: Clarify Your Needs and Wants Work closely with your human resources colleagues to ensure you have a job description that clearly outlines the responsibilities and priorities of the role as well as the qualifications and experience needed. What goals should they be able to accomplish in the next six to 12 months, as well as in the long term? What skill sets and experiences should they possess to be successful in both the specific role and general business environment? In addition, the description must be compelling. This document will be candidates’ first impression of the potential job opportunity with your company, and you want to make sure candidates are eager to learn more.   Prepare for the Interview Read over the candidate’s credentials thoroughly in advance of the interview. Map out what competencies you want to probe and learn more about. Create an interviewing environment ...

Putting the “Service” in Customer Service:
4 tips to create an exemplary customer experience

02.08.2017 02.36 EST

Imagine this: you’re sitting at your favorite restaurant waiting excitedly for your meal, when suddenly, your server tosses your food carelessly onto the table, refusing to make eye contact with you. Before long, you’re marooned with an empty coffee cup, thinking about how Tom Hanks felt more connected...

to humanity in Castaway than you do in this very moment.   We’ve all been there at some point. Unfortunately, these experiences with non-exemplary customer service often lead people to create inaccurate, negative generalizations of an entire industry. The recruiting industry is no exception to this. Despite the many brilliant professionals who are always “on the ball,” a few bad apples can spoil the barrel for many job candidates and employers seeking help from search firms.   Those professionals who don’t strive to provide outstanding customer service are missing an opportunity to create lasting relationships that will further the interests of both their companies and clients. Over the years, I have developed a few key customer service principles that I use during every interaction I have throughput the day. Here are a few:   Become a subject matter expert. Sharing your specific knowledge in a meaningful way can help create positive experiences for your customers. Whether you are talking with a prospective client or attempting to solve a problem within your own organization, researching topics like current trends or emerging issues in your industry will develop a more memorable dialogue.   Go the extra mile for your clients. Having an “above and beyond” mentality truly goes a long way. However, this is not to say that you should over promise to those who depend on your services. Instead, show that you’re invested in the relationship by being the one to initiate follow-up calls, or remembering specific details from your conversations with them.   Do your research. As you ...

It Takes Two: Tips for Clients and Search Firms to Build an Effective Relationship

21.06.2017 08.45 EST

When clients retain us to conduct an executive search assignment, they usually have a definitive sense of who they want to hire. Typically, the position has been open for some time, it’s a critical role for the organization, and the client is feeling frustration and a sense of...

urgency. Time is of the essence, but they also want to ensure they hire a highly qualified candidate and avoid a missed opportunity.   We’ve worked with many clients over the last 20 years and seen some of the same patterns in searches across varying industries. Based upon our experience, I’ve highlighted a few suggestions that may help organizations maximize their experiences with search firms:   Role Clarity: Take the time up front to gather as much information on the position’s responsibilities, key objectives and priorities, and create an overview of the team reporting to the role. This insight helps the search consultant be more efficient when launching the search. Key Stakeholder Access: The search consultants should have a series of conversations with whoever manages the specific role, members of the team, and key internal clients. This information allows the search firm to learn more about the position and what type of person will be a good fit, as well as get a sense of the overall office culture. Additionally, it helps the client and consultant make sure they’re both on the same page. Collateral Materials: Provide the search firm with background documents, such as an organization chart, company materials, news releases, etc. The search consultant will become an unofficial PR agent for your company, so the more information and perspective you provide them, the more effectively they’ll be able to “tell your story.” Communication: The lack of communication and feedback from the client can be the most frustrating aspect of the search ...

I Call Shotgun!

24.05.2017 10.31 EST

I had a twenty-something professional colleague give me an eye roll the other day that led me to a question of insidious intent, “Is it time to start thinking about hanging it up?”   It’s only been within the last few years that professionals who are my kids’ age started...

joining the workforce en masse. They are fearless, fun, and frustrating. Fearless in that they haven’t had a chance to experience any true failure yet, so they’re willing to try anything. Fun in that everything is new to them, and they have an enthusiasm that is refreshing and infectious. Frustrating in that while they’re smart, they’re not yet wise, and sometimes don’t understand the difference.   It’s been a challenge for me to adjust, as I am sure it has been for every 51-year-old that has come before me in the past 100 years. How do I treat these people? How do I swallow my own biases and pride enough to learn from them? How do I teach them without appearing condescending? How will I know when I should slide over to the passenger’s side and let one of them drive? How do I accept that they have a different approach to work? These are not rhetorical questions, people! There’s a comments section for a reason!   This is not a piece about Millennials as a group. Rather, it’s about one aging GenXr trying to find his place in the world as his recall and his knees begin to fail him. The short answer, for me at least, is to focus on how I have to work differently with them instead of how they’re different from me as a whole. Honestly, they’re different because they’re young, not because they’re digital natives. I was different when I was young too, much in the same way ...

How to Get Noticed by Executive Search Firms

17.05.2017 01.45 EST

John Touey shares a few tips to help candidates get noticed by executive search firms and get on a recruiter's radar....

John Touey shares a few tips to help candidates get noticed by executive search firms and get on a recruiter's radar....

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Vlog – Common Interview Mistakes

11.04.2017 10.15 EST

Sally Stetson, Denise Christman, John Touey and Donna DeHart discuss common interview mistakes and give suggestions on making a good impression and successfully marketing yourself to prospective employers....

Sally Stetson, Denise Christman, John Touey and Donna DeHart discuss common interview mistakes and give suggestions on making a good impression and successfully marketing yourself to prospective employers....

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Vlog – Make Sure the Internal Candidate is Qualified

27.03.2017 01.48 EST

In this episode of SSG's ongoing vlog series on topics of interest regarding executive search and recruitment, Sally Stetson provides some insight on our process for including internal candidates in a search assignment....

In this episode of SSG's ongoing vlog series on topics of interest regarding executive search and recruitment, Sally Stetson provides some insight on our process for including internal candidates in a search assignment....

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Vlog – Job Searching in 2017

10.03.2017 04.11 EST

In this episode of SSG's ongoing vlog series on topics of interest regarding executive search and recruitment, John Touey gives advice on entering the job market in 2017 Click the link: Vlog Series – Job Searching in 2017...

In this episode of SSG's ongoing vlog series on topics of interest regarding executive search and recruitment, John Touey gives advice on entering the job market in 2017 Click the link: Vlog Series – Job Searching in 2017...

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Vlog – Most Efficient Interview Questions For Executives

01.03.2017 04.59 EST

In this vlog, John Salveson, Jennifer Prefontaine, Dom Scafidi, Mike MacNamara and Tammy Townes give their thoughts on interviewing candidates and asking the best questions to get the answers they need.  Click the link: Vlog Series - Most Efficient Interview Questions for Executives...

In this vlog, John Salveson, Jennifer Prefontaine, Dom Scafidi, Mike MacNamara and Tammy Townes give their thoughts on interviewing candidates and asking the best questions to get the answers they need.  Click the link: Vlog Series - Most Efficient Interview Questions for Executives...

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Unintended Consequences

15.02.2017 10.46 EST

The life sciences sector has continuously been one of our most robust practice areas at Salveson Stetson Group. We regularly perform searches for pharmaceutical and bio tech companies of all sizes to help them find their newest executives. Although we normally work with these organizations to recruit talent...

across multiple functions, there’s one specific group of people on my mind today: scientific and research professionals.   I have always described the research and development professionals we recruit as “citizens of the world.” They are highly degreed, often holding both Ph.D. and M.D. degrees, and usually have been employed and educated in several countries. While we may find these people in different places across the globe, they are all connected through the common goal of identifying new therapies for various diseases. Their conferences may look like United Nations meetings, but their focus is not on where they were born or educated; it is on treating one of hundreds of diseases that still baffle and torment the human race.   Through our work in the life sciences sector, we’ve collaborated closely with these exceptional people for many years and have formed great relationships. However, over the past few weeks, we’ve seen a change in their spirits that we’ve never experienced before. They have become cautious – even fearful – about joining an American company. When discussing relocation, they show even more hesitation. The reason for their concern is obvious; the announcement of our new President’s travel ban from a handful of largely Muslim countries.   The fact is, none of these candidates come from the countries affected by the ban. And certainly, none of them have any history of dangerous behavior. They are accustomed to traveling the world freely, and that will most likely not change. What is different for them, however, is the growing chaos ...