How do enterprises go about building developing talent pools?

Strategies for developing a sustainable talent pipeline

Organizations tend to focus on the short term when recruiting for hard-to-fill positions. How can we address the vacancy in the executive suite? When will we find the RIGHT applicant for this crucial managerial role? While effective to some extent, this methodology tires internal human resources teams as they leap-frog from opening to opening, deploying a disparate hiring strategy for each new opportunity.

Establishing a self-refreshing talent pipeline is a much more powerful and sustainable approach. With this model, HR staff can leverage standardized systems to reach consistently qualified candidates, while saving precious time and resources. On the other hand, companies need to know what talent they actually want to have in the 'talent pipeline'. At the end of the day, every company wants to hire the best. How do enterprises go about building developing talent pools? There are multiple ways to do this.

Build a better brand
These days, active job seekers do far more than peruse job descriptions before submitting applications. Most not only review company websites and read up on executive staff but also search employer social media profiles and other online resources to gauge company success and evaluate workplace culture. With this in mind, businesses must bolster their branding so that it offers a favorable reflection of the enterprise and yields accurate information that may be of value to talented candidates, according to Inc. However, HR teams should not waste too much time on this variable, as entrenched passive searchers often dodge job portals and reach out via other channels, such as retained executive search firms. Additionally, businesses must back up digital claims with demonstrable actions, Harvard Business Review reported.

"Establishing a self-refreshing talent pipeline is a powerful and sustainable recruitment approach."

Grow from the inside
While external recruitment efforts are normally the most effective, it does not hurt to search internally for up-and-coming talent, according to the Society for Human Resource Management. Professional development programs geared toward high-potential workers can help pinpoint the next generation of corner office dwellers and operational wizards, making it easier for HR personnel to draft effective succession plans and ultimately facilitate sustained success. Of course, this strategy hinges on employee engagement, as young talent must have an incentive to stick around and wait for prized positions. The ancillary tasks that come with this approach can get overwhelming fast. As a result, it's wise to supplement internal efforts with robust external recruitment programs.

Collaborate with a partner
Even the largest, most equipped HR teams cannot navigate the recruitment process alone. Employee management tasks take up considerable time and internal recruiters maintain limited connections, which makes it challenging to reach out to dynamic out-of-the-box candidates who can bring fresh perspectives into the operation. Executive search firms, on the other hand, have copious contacts in multiple sectors, putting them in the perfect position to broker meetings between companies and passive job seekers of all sorts. Plus, these firms form lasting bonds with businesses, facilitating robust recruitment channels. Additionally, their task is not on filling a position, but finding qualified candidates for the very specific openings. 

Is your organization prepared to develop a sustainable talent pipeline? Connect with YES Partners today. Our executive search consultants develop long-term relationships with clients and leverage their industry knowledge to connect them with viable candidates who have the executive experience and technical skills to make an impact. 

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

Creating a profile for a future HR leader? Begin with these three essential traits.

3 traits for world-class human resources leaders

Truly talented human resources leaders are hard to find. Talent acquisition teams often come to grips with this conclusion as they evaluate dozens of candidates who don't seem to possess the experience and skills required to successfully manage personnel and grow the business. Internal recruiters should avoid wasting time on the unworthy by developing the profile for the ideal HR leader. This exercise lends clarity to the search and facilitates hiring precision. How do you start piecing together this outline? Begin with these three essential traits for world-class HR leaders:

Foresight
The hiring and recruitment world continues to change rapidly. For instance, many firms are eschewing full-time roles for contingent positions as a way to promote organizational scalability, Harvard Business Review reported. Top-notch HR professionals understand this and other developing trends, and work to create long-term strategies that take them into account. Keep this in mind as you search for the right candidate. You need an individual who handles the here-and-now with an eye to the future.

Managerial courage
Because of ever-evolving personnel and market trends, HR leaders must often think outside of the box to solve serious problems. Of course, alternative staffing solutions, especially those with upfront costs, draw fire from operational stakeholders who advocate for staying the course, no matter the long-term impact (there are however alternative models with no upfront fees). Ideal candidates show courage in these moments and fight for their ideas even as opposition builds, according to Forefront Magazine. Typically, an executive search firm can pinpoint individuals with track records that show they can formulate effective workarounds and have the pluck to stand up for them in the face of adversity. These value-adds of the specific individuals are typically highlighted by external search firms upon presentation of the candidates.

"Top-notch HR professionals understand developing trends, and work to create long-term strategies."

Openness
HR professionals devote considerable time to relationship-building activities. Whether it's forming connections with global executive search firms or developing a rapport with mentees, these leaders continually cultivate new relationships that are essential to the business. Consequently, candidates in line for HR leadership positions must have the interpersonal and tactical skills necessary to create and maintain important, positive connections, according to Harvard Business Review.  

An HR leader profile that includes these traits is sure to point your talent acquisition staff in the right direction. However, simply understanding what kind of person you need is only half the equation. You must also go out and find the right candidate, an immense challenge in today's recruitment climate. Considering this, what is your next move? Connecting with an executive search firm like YES Partners is a good solution. Our seasoned recruitment consultants can mine their industry connections to find passive candidates who have the skills and executive experience you require. Plus, we stick around for the long haul, working with you to develop a lasting talent pipeline. Additionally, due to the nature of the business a third-party firm like YES Partners gets, we have multiple qualified candidate profiles.

Ready to get started? Connect with us today.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

Here are some of the common recruitment pitfalls that often prompt overly insular company recruiters to look for external help.

Signs you need to work with an executive recruiter

Most organizations depend on internal talent acquisition resources when recruiting for hard-to-fill or mission-critical roles. This strategy would seem to make sense. Why seek outside assistance when searching for professionals who could very well determine the direction of the organization? In reality, this in-house-only approach sometimes stalls progress, creating roadblocks that only external partners can help you overcome. Here are some of the common recruitment pitfalls that often prompt overly insular company recruiters to look elsewhere:    

Sluggish hiring processes
The hiring process, from application submission to offer acceptance, lasts 23 days, according to one study cited in The Wall Street Journal. While modern candidates have been conditioned to wait, businesses should still work to facilitate streamlined recruitment practices that unfold as quickly as possible. Why? Someone else is doing it quicker. Companies of all kinds lose out on transformative talent because they move too slowly. If you find yourself fielding copious candidate rejection emails, it may be time to rework your hiring model.

Global executive search firms work well in this situation, as they can take care of introductory screening sessions and allow your team to focus on more important, time-consuming tasks required later down the line.

Few responses from qualified candidates
In recent years, companies have refocused their efforts on digital branding and recruitment tasks meant to drive candidate engagement, the Society For Human Resource Management reported. While this strategy does indeed help with technology-inclined active searchers, it often proves less effective with top-tier professionals who are contributing to their organizations rather than submitting resumes. Consequently, businesses often wait around with few responses, as the individuals who are qualified for high-level openings connect with competitors via more relationship-based job-hunting methods.

"Executive recruiters allow organizations to eschew job boards and online portals for more effective recruitment techniques."

Again, executive recruitment firms fill the gap here, allowing organizations to eschew job boards and online portals for more effective recruitment techniques. Instead of sorting through submissions from unqualified candidates or staring at an empty inbox, you can work with a recruitment consultant who can put you in touch with real business leaders.  

Bad hires
The War for Talent has made it difficult to find truly great candidates, leaving many companies desperate to fill positions, even if new hires don't check all the boxes. While simply filling key operational vacancies with passable personnel may seem wise, it can destroy internal culture and weigh down the bottom line, according to FastCompany. If your organization has suffered through multiple recruitment failures of this kind, it's probably time to ask for help.

Executive recruitment firms work with candidates who have the executive experience and industry-specific knowledge needed to catalyze success. They also take the time to find individuals who fit within the workplace, reducing the likelihood of fit issues.

With these signs in mind, you should evaluate your progress and see if you need an external helping hand. Should this be the case, try connecting with YES Partners. Our executive search consultants can put you back on the right track and give you the resources you need to attract the RIGHT talent. 

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.  

Organizations must look past job boards and deploy strategies that address this unique recruitment conundrum.

Frustrated with job board results?

Many businesses allocate serious time and resources to maintaining job boards with the expectation that metamorphic talent will interact with these portals and come running. Of course, this set-it-and-forget-it recruitment methodology rarely yields results. Why? The real leaders are working, not searching career sites for new opportunities. Organizations must look past job boards and deploy strategies that address this unique recruitment conundrum. There is no shortage of battle-tested options.

Succession planning
When high-level positions open up, enterprises often look outside for candidates who can bring something new to the role. However, others dodge this situation altogether by recruiting from within, according to the Society for Human Resource Management. Usually, this involves planning ahead for departures by having next-in-line personnel to fill certain positions should they open. Additionally, some businesses adopt nomination systems in which departing leaders in good standing can suggest their replacements. Though this strategy comes with obvious pitfalls, it can be effective if deployed in successful organizations with strong cultures.

"At some point, external collaboration becomes the only option."

Outside-of-the-box solutions
When external recruitment is necessary, it can be easy to fall back on standbys like job-board-centered outreach. Alternative out-of-the-box strategies often yield stronger results, according to SHRM. For example, many human resources teams organize open houses or meetups for potential hires, allowing them to connect with internal recruiters and explore the business naturally before submitting resumes. These events usually draw only serious talent. Some organizations opt for flattery, researching ideal leaders and then sending them job pitches and presents that might get them interested, Business Insider reported.

Collaborating with third-parties
At some point, external collaboration becomes the only option. In these moments, global search firms can come through in big ways, offering seasoned search consultants with the industry knowledge and connections to successfully engage passive talent. Why are external recruiting firms more efficient and more successful in finding the right talent? Because they are not waiting for the right applicant to apply or are just filling a job, but from the beginning do a targeted (and sometimes confidential) search. In short, it is their ONLY goal to find the RIGHT candidate for that specific opening! On top of that doing only recruitment, external firms can identify the right candidates faster. Has your organization come to this juncture? Contact YES Partners today. Our search consultants can find leaders with executive experience and skills needed to move your company forward.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries. 

There are some tried-and-true strategies for beating out the competition and attracting game-changing leaders.

You say you want champions. How do you find them?

Organizations of all shapes and sizes search the world over for talented business leaders with executive experience and skills to grow profit margins. Most say as much on their job boards, which normally feature outsized role descriptions seemingly describing the next Steve Jobs. In reality, attracting this caliber of talent is no simple task these days. Companies in every sector are hiring at historic clips as the economy blooms. Last month, employers added 235,000 jobs, according to data from the Department of Labor.

How do businesses claim victory in this "War for Talent?" Luckily, there are some tried-and-true strategies for beating out the competition and attracting game-changing leaders.

Develop a strong employer brand
Top executives not only want to build their skill sets but also do compelling work amongst competent and driven colleagues. Businesses can tap into this desire by developing external branding that advertises a rich internal culture, according to the Society for Human Resource Management. These materials, whether they be digital or physical, excite prospective leaders and encourage them to look elsewhere for new opportunities.

"Internal recruitment teams can amplify their efforts by working with external partners."

Consider generational concerns
Most organizations search for candidates across multiple generations. While these key employees are attracted to a few core selling points, they each have unique needs, Harvard Business Review found. For example, millennials expect increased workplace flexibility and easy-to-access technology tools. Baby boomers, on the other hand, yearn for stable office environments where in-person meetings occur with regularity. A single business can offer both experiences and attract diverse talent.

Work with a partner
In theory, on job-postings, a handful of suitable candidates apply – one of them is to be hired. In reality, however, several hundred do apply with seldom having the RIGHT background or experience.

Internal recruitment teams can amplify their efforts by working with external partners like global search firms. These organizations offer seasoned search consultants who can leverage their international connections to find transformation leaders. Is your organization prepared to take this step and work with a proven recruitment firm? Contact YES Partners today. To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

It may be time to work with an executive search firm.

Understanding retained search firms

As the war for talent rages on, internal human resources personnel search for recruitment solutions that facilitate the development of lasting talent pipelines. Many turn to retained search firms, as these organizations are known for pinpointing truly talented contributors with transformative executive experience. Even so, a good number of employers avoid such companies, believing they can effectively connect with world-class candidates sans external help. These outliers are often mistaken and find themselves struggling to attract strong hires for essential roles.

Does your business fall into the latter category? It may be time to work with an retained search firm. However, before you begin reaching out to prospective recruitment partners, you must first understand how these organizations work.

Developing partnerships
Many HR professionals believe retained search firms function like staffing agencies or contingency-based shops. This simply isn't true. Most strive to develop collaborative, long-term relationships with their clients and expect to be involved throughout the hiring process, according to the Society for Human Resource Management. Retained search firms help internal personnel develop hiring strategies and actively aid in executing them for years to come.

"Retained search firms strive to develop collaborative, long-term relationships with their clients."

Leveraging vast networks
Most talented business leaders already hold positions and are not actively looking for new opportunities. This, of course, poses problems for employers, most of whom target active job seekers. Retained recruitment firms provide the solution to this common conundrum, leveraging sector-specific connections to get in touch with professionals who aren't planning to leave but may be interested in exciting new roles, Inc. reported.  

With the rise of the gig economy and challenging executive retirement patterns, businesses will face more recruitment challenges as the year progresses. Retained search firms like YES Partners can help enterprises of all kinds survive the war for talent and hire the leaders they need.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

How can expansion-minded businesses ease this process and score high-level leaders overseas?

Are you prepared to expand internationally?

The global marketplace holds exciting opportunities for businesses eyeing overseas expansion. However, actually executing an international move requires serious company resources and help from internal and external personnel who can lay the groundwork for successful market entry. Recruitment is, of course, a serious concern, as stateside businesses must hire professionals in new international locations to effectively integrate into the local business community. How can expansion-minded businesses ease this process and score high-level leaders overseas?

Address differing cultural norms
Employees in different nations often adhere to unique cultural norms. Organizations looking to expand internationally must address these differences and develop methods for overcoming them, according to the Society for Human Resource Management. That may require offering additional training for internal HR staff or partnering with a global executive search firm that can make the proper introductions and give advice on navigating cultural roadblocks.

"Employees in different nations often adhere to unique cultural norms."

Work with local organizations
Businesses entering new markets overseas aren't simply opening up office space – they are integrating into entirely new business communities. Consequently, it's wise to make connections with the organizations that drive these groups. Besides reaching out to organizations like local chambers of commerce, working with a global executive search firm that can offer a lay of the land and target specific promising local talent is typically a safe bet to reach more qualified candidates.

Make offers in person
When it comes time to extend offers to the overseas executive leaders tasked with running the satellite site, stateside business leaders should make the trip and do it in-person. Why? This shows new overseas contributors that they are valued and have the support of their colleagues at the home office, according to Training Magazine. This minor move can set overseas operations up for future success, giving the staff there the confidence they need to break into the local market.

Headquarters staff need to demonstrate their commitment to the region or country. Additionally, once a search firm presents qualified candidates, the company itself is on the spot to reassure international executives about the future of operations in that country.

Is your organization on the cusp of international expansion? Contact YES Partners today. Our executive search consultants can locate talented executives anywhere in the world and help you navigate the process.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

Third-party executive recruitment firms can take a load off internal human resources staff.

How executive search firms can help internal HR teams

Organizations weathering the war for talent most often depend on internal recruitment teams to pinpoint transformative contributors. This approach seems to make complete sense at face value. If you're competing in a narrowing job market, why trust outside parties with your hiring needs? In reality, the opposite is true. As talent pools continue to dry up, businesses should reach out to and connect with third-party executive recruitment firms that can take a load off internal human resources staff, according to the Society for Human Resource Management. How can these organizations help?

Partnerships at work
It can be difficult for HR teams to reach outside of the company and source prospective candidates, as other workforce management duties take precedence over recruitment efforts. Plus, traditional internal tactics often target active job seekers. In most cases, talented business leaders with real executive experience do not belong to this category and instead search passively through industry connections.

Executive recruitment firms have relationships with these individuals and can make the proper introductions, Inc. reported. This saves time and money, allowing internal HR teams to focus their energy and resources on other important people-management efforts.

"Talented business leaders search for new opportunities passively through industry connections."

An influx of new ideas
Company recruiters often search for talent within. While this approach does yield results, it can lead to organizational homogeneity, which can be problematic in an ever-changing modern marketplace. Third-party executive search firms, on the other hand, can leverage deep industry connections to identify business leaders with powerful new ideas, according to the Houston Chronicle. This method facilitates improved scalability and opens up new possibilities throughout the enterprise.

With these benefits in play, it may be time for your organization to link up with a top retained executive search firm. Contact YES Partners today. Our executive search consultants can help you find talented C-level staff.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.  

There is a way to quantify performance among C-level staff and ensure they are making the grade.

Are your C-level leaders making the grade?

Defining success in the C-suite is no easy task. Unlike shop floor personnel who generate tangible work products tied to quantifiable performance targets, chief executives provide top-down organization and vision, both of which are difficult to measure against overarching goals – even financial ones. Consequently, many enterprises continue to retain business leaders who miss the mark.

Luckily, there is a way to quantify performance among C-level staff and ensure they are making the grade. How? Check for these key skills:

Business management fundamentals
These days, many executive leaders leverage sector-specific expertise to rise to the top. While these knowledgeable professionals might grasp the inner-workings of the enterprise, they may be ill-equipped to lead it, according to Harvard Business Review. C-level staff should understand the basics of business.

Chief human resources officers must know how to coordinate succession planning and recruit to match market trends, while chief financial officers should be able to balance the books and optimize company financial resources. No amount of technical know-how can make up for these foundational executive competencies.

"Even the most seasoned and skilled C-level leaders cannot do it alone."

Flexibility and openness
The modern marketplace dictates that companies facilitate maximum scalability to address mercurial customer demands. Of course, this often begins and ends with the decision-makers occupying the corner offices, The Wall Street Journal reported. Effective business leaders display flexibility and a willingness to change course when conditions warrant such a shift. Feckless executives, on the other hand, cling to fruitless strategies to sate their egos.

Team-based tendencies
Even the most seasoned and skilled C-level leaders cannot do it alone. Transformative executives realize this and facilitate company-wide collaboration, according to Harvard Business Review. This promotes scalability and builds the groundwork for future success.

Do your C-level leaders lack the skills mentioned above? Connect with YES Partners today. Our executive search consultants have deep industry connections and can put you in contact with business leaders who have what it takes to move your organization forward.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

Job boards rarely yield the RIGHT candidates.

Busting the job board myth

The U.S. job market is expected to improve over the next year as entrenched executives look for new opportunities, Time reported. With this trend in play, organizations across myriad sectors will surely ramp up recruitment strategies to bolster their C-suites. There's a good chance many may devote considerable time to managing online hiring processes, including posting to internal and external job boards. Unfortunately, these efforts will be all for naught. Why?

Passivity does not pay
Job boards and the like are passive recruitment tools. Human resources professionals post pre-written job descriptions, configure a few filters and wait for the applications to accumulate. Users regularly receive thousands of resumes per posting but few of these submissions come from qualified candidates, one recruiter told PBS News Hour. Top-flight professionals rarely peruse online portals. In fact, many do not actively search at all, as their day-to-day demands make it impossible. Consequently, the organizations that do succeed in netting these leaders take a more active approach and work with global executive search firms to make connections over the phone or in person.

"Organizations should take a more active recruitment approach and work with global executive search firms."

Online descriptions hamstring HR
Companies with extensive online recruitment strategies often believe job boards to be the perfect places for articulating key open positions. Most have accommodating character limits that allow users to put up targeted job descriptions aimed at only the best. However, this approach often backfires, as the few truly talented executives who peruse this content may deem themselves unqualified based on what they read, Fast Company reported. It's better to reach out to proven prospective hires directly, rather than rely on online application queues filled with candidates who judge themselves fit for a role based on an accompanying description.

As you navigate the hiring process, consider collaborating with an executive recruitment firm like YES Partners. Our executive search consultants can put you in touch with experienced C-level staff, allowing you to avoid online job boards altogether. 

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries. 

1 2 3 16