By Kyle Largent
We are currently in a candidate-driven marketplace when it comes to hiring new employees, but meeting a candidate’s wants is easier said than done.
In the past, it is hasn’t been nearly as difficult to win the race in balancing the many factors of compensation. Employers are asking themselves what can the they afford, what is the value of the position they’re recruiting for, what is the compensation of current employees, and what is the market value for the combination of experience, proficiencies and education that are necessary to make a given position highly productive?
Meanwhile, candidates are seeing new recruiting trends splashed all over the news and social media. While employers are trying to adjust to these new trends and make it to the finish line, candidates are asking themselves what they want for compensation, what kind of flexibility they want from an employer, what kind of benefits they want, and what kind of culture do they want to work in every day.
Employers should be engaging potential candidates during every part of the hiring process. There’s no better time than the application and interview process to discuss a candidate’s expectations and wants as well as present non-compensation related aspects of working for their company such as culture, the importance of the work being done, the visibility of the position and opportunities to grow professionally and personally.
Employers can start by reviewing their descriptions for open jobs. Be honest, would you apply to that position? Also, are your job descriptions written with mobile technology in mind? If the answer is no, the position and more importantly the opportunity within your company aren’t being sold to potential candidates.
Applying some thought and effort in the hiring process will greatly improve a company’s adaptability to this changing market and help retain current employees.
Largent & Associates Executive Search and Work/Life Recruiting are your partners for growing your management team and hiring great talent. How can we help you grow? Contact us today to discuss your hiring needs.
By Kyle Largent
Making a career move should be a proactive effort that feels a lot like dating. When you begin a job search you should be asking yourself lots of questions to form an idea of what you want because you are seeking a long-term relationship with a new employer.
Some questions you should ask yourself are:
There are no correct or wrong answers, but you should think about your answers in regard to any position you’re applying for. This will better prepare you for the interview process.
An interview isn’t just a time for the hiring company to get to know you. It’s also a time for you to get to know the company. Knowing what you want will better help you form questions for the hiring company and ask them during the interview process.
Some questions to ask during the hiring process are:
The answers to the questions you ask to yourself and the company you’re interviewing with will help you decide if this job will be a good move for you. Remember, you’re getting to know them just as much as they’re getting to know you so get the answers you need.
Largent & Associates Executive Search and Work/Life Recruiting offer support to job seekers. Visit our Job Openings to apply for a position or send your resume to email@example.com with “Job Seeker” in the subject line to be considered for future positions.
By Tamara Janecki
What does it take for an employer to survive and thrive in today’s employee-driven market?
We’ve all felt an inherent and increasingly pervasive challenge in the workplace, leading through constant change while honoring a consistent mission and vision. Maybe our actions and decisions are driven by a desire to avoid consequences at both ends of the spectrum such as the “flavor-of-the month” and “we’ve always done it this way” perceptions we hear about from many employees.
When is the last time you assessed your approach to achieving your personal goals? And more importantly, how do you define flexibility? As is the case for our employees, there’s a path forward as long as our mission is defined but our approach is adaptable to changing circumstances. Here are some questions every small business should be asking themselves:
Leadership is the road that guides change toward achieving an organization’s vision. This road has its bumps, and widens or narrows at times, but it leads somewhere meaningful and unique. Driven people want to get on board to achieve something important to them and for the group as a whole.
If you know what flexibility looks like to you, do you know the answer your people would give? Should some aspects of your strategic workforce plans and decision-making processes be adaptive, while others remain steadfast?
Defining your approach to flexibility is the first step toward creating an army of brand ambassadors. You need a team that leverages change to help you articulate and achieve a shared vision. Your company doesn’t need to have a big HR department in order to evaluate and implement effective and innovative human resources strategies and tactics. If you need help achieving your organization’s mission, the next step is discussing your goals and HR needs with a quality HR consulting firm.
HR Solutions is Largent & Associate’s full service HR consulting division. We provide key services to help you minimize risk and position your organization for future growth. We meet you where you’re at, respect your priorities, and provide cost-efficient expertise to help you achieve your definition of success. We are committed to small business because we can relate to the opportunities and threats facing great companies like yours. We’d love to talk with you today and provide a complimentary consultation. How can we help you achieve your vision?
By Tamara Janecki
Why do employers ask employees and interviewees about their goals?
Maybe we’re curious about what our team members want to achieve in the next twelve months. Perhaps we’re hoping to see how their personal and professional ambitions fit within the vision for our company or department. Sometimes we hear about detailed plans, other times a more general concept, and far too often an unclear or conflicted thought process.
But when’s the last time you’ve asked yourself about your personal goals? And more importantly, how do you define success? As is the case with our employees, there’s a path forward as long as our goal is defined and we are committed to that purpose. Here are some questions every small business should be asking themselves:
People are the engine that drives an organization to its next goal. This engine constantly moves and shifts and changes. We’ve all seen how a group of passionate people with their own personal motives working together often achieve their goal.
If you know what success looks like to you, do you know the answer your people would give? If they know where you and your business are headed, do they have the skills and interest to go there with you?
Knowing your goal is the first step to achieving it and recruiting others to help you get there. You need a strong, efficient team to help you articulate and achieve that vision. Your company doesn’t need to have a big HR department to leverage effective and innovative human resources strategies and tactics. If you need help achieving your business dreams, the next step is discussing your goals and HR needs with a quality HR consulting firm.
HR Solutions is Largent & Associates’ full service HR consulting division. We provide key services to help you minimize risk and position your company for future growth. We meet you where you’re at, respect your priorities, and provide cost-efficient expertise to help you achieve your definition of success. We are committed to small business because we can relate to the opportunities and threats facing great companies like yours. We’d love to talk with you today and provide a complimentary consultation. How can we help you meet your goals?
We are very excited to announce our participation in Washington State University Vancouver’s Business Growth Mentor and Analysis Program this fall. The Largent & Associates team supports education and community growth. Participating in this program will help our firm grow as well as helping business students apply their knowledge to a real business. We hope to provide a learning and work experience opportunity for our student team as they provide us with a new perspective on our business. Go Cougs!
Searching for a new job is a major head game. If you are the person searching, regardless of your motivation, there are many factors you’re considering: Is the work something you will enjoy? Does the work have meaning? Will the job and employer stimulate you – intellectually and professionally? Does the employer offer stability? Is there room for growth – personal and/or professional? And so on. Read more
It’s tough being a candidate! How do you get the most comprehensive information about opportunities relevant to your industry experience, functional experience, geographic preference(s) plus income?
It’s also tough being a candidate because, frequently when you respond to an opportunity, the company doesn’t acknowledge your interest. Maybe you have even experienced interviewing with a hiring company and then received no follow up information. Read more