Executive search consultants weren’t supposed to survive in the digital world. After all, why pay a recruiter a fee when a large percentage of candidates put their information on job boards, LinkedIn, and soon on Facebook and Google? Hiring managers could cut out the recruiter and go find qualified candidates on their own.
You’re the head of a market-leading company. You can offer talented executives and managers a lot.Yet, You consistently lose talented candidates to start-ups
Why? and What Should You Try?
Many of us are about to start our summer holiday, and that can mean only one thing:
Thinking about your job as little as possible.
Seriously, the whole point of a summer holiday is to leave the office behind, right?
At some point, though, your holiday will end, and you may want to come back ready to explore new career opportunities. You can use your holiday break to increase your chance of being a more appealing candidate—while still having fun.
Macron' victory at age 39—without the backing of any established French political party—provides lessons for candidates aspiring to leadership positions.
If you’re looking to step into an executive role, you should learn from Macron and do the following:
- Create a compelling personal brand.
- Don’t wait. Seize your opportunity now.
- Invest your time and resources in building a strong network.
3 Lessons Recruiters Can Learn from Emmanuel Macron’s Victory
Macron’s victory has lessons for both recruiters and executives.
- Don’t let youth stop you from hiring the right candidate.
- Selecting the right person can bring a lot of enthusiasm to stakeholders.
- Globalism is here to stay—and you need executives who are comfortable working with multi-culturalism and diversity.
Research shows a company’s brand is perceived twice as favorably by job seekers when they speak with a recruiter rather than with the company direct.
Working with a recruiter does strengthens your brand.
In 2017, the most powerful brand-building begins with relationships, starting with Hiring the Right Way!
Here is why
You show up to work. You do your job. You say the right things. You work extra hours when asked. But you’re heart isn’t in it.
Sound familiar? You could be suffering from a condition called "brownout."
Learn more from Robertson Associates Senior Partner and executive search though leader Pierre Collowald on what you can do to get excited about your career again.
A candidate’s decision to accept your position comes down to three things: Company brand + Job content + Money.
These three factors comprise the “Risk Premium” for anyone considering changing jobs, and managers who understand the Risk Premium increases their odds of hiring their preferred candidate.
Your company has an important hire to make. After working with your executive recruiter to identify and hire the perfect candidate, suddenly he or she has to leave the company for reasons no one could have anticipated.
Your firm may have been on the receiving end of bad luck.
So what can your firm do to minimize the chances of an unlucky hire?
In this article Pierre Collowald, an executive search and recruiting thought leader and Senior Partner at Robertson Associates AG, will discuss how bad luck can impact even the most careful hiring process—and what your company needs to do next.
It’s a fact of life, and a fact of our careers. As much as we hate to admit it, there are times when the events of our careers are beyond our control.
When that happens, what can you do to recover from bad luck and move forward with your career? And is there anything you can do to increase the likelihood that you’ll experience good luck?
The answer to both questions is yes.
In this article Pierre Collowald, an executive search and recruiting thought leader and Senior Partner at Robertson Associates AG, will discuss how you can minimize the impact of bad luck and maximize your chances for good luck in your career.