How can a company in need of technical talent successfully navigate the crowded IT recruitment waters? Here some strategies for doing just that.

Are you ready for the tech war for talent?

The technology sector continues to grow as engineers and programmers develop new innovations designed to ease the background processes of life. Businesses are of course taking advantage of these creations, integrating advanced enterprise technology into workflows of all kinds. Worldwide information technology spending is expected to increase 2.7 percent to $3.5 trillion this year, according to data from Gartner. This rapid operational modernization has forced businesses to bolster their IT ranks and seek out indispensable technical specialists who cannot only manage modern enterprise systems and devices but also offer guidance on how the organization might weather future technological challenges. How can a company in need of such talent successfully navigate the crowded IT recruitment waters? Here some strategies for doing just that:

Target smaller markets
While a good number of talented IT professionals certainly congregate around big cities such as New York and San Francisco, many more live in smaller markets in the Midwest and Southeast, FastCompany reported. Consequently, savvy human resources personnel shift their attention to these areas where competition is less fierce. Most offer up relocation packages and sign-on bonuses to sweeten the pot to draw out hidden talent and bolster their IT teams.

"Offering the right perks at the right time can go a long way toward netting the perfect IT addition."

Pay attention to perks
Organizations searching for premier IT talent go up against companies such as Google and Microsoft – heavy hitters known for doling out healthy compensation packages stuffed with perks. These offerings are well out of reach for small, midsize and even some larger firms. However, that doesn't mean more modestly resourced HR teams should just give up. Offering the right perks at the right time can go a long way toward netting the perfect IT addition, according to FastCompany. Companies should put together multiple offers with different compensatory configurations. Additionally, maintaining new-age workplace programs can also help, especially when it comes to recruiting younger workers.

Work with a partner
Although internal efforts can produce results, you might need help from an external resource when looking for top IT talent. Executive search firms are the ideal option here, as these organizations can leverage strong industry connections to reach out to passive job seekers who may be thinking of pursuing new opportunities but have yet to take action. Keep in mind also this is all they do, i.e. their focus day-by-day! Is your company prepared to up its IT recruitment efforts and hire transformative new talent for the tech department? Connect with 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.

A good number of millennials consider enterprise technology when evaluating potential employers.

Want to attract millennials? Get new tech

It's no secret that millennials are passionate about technology. For members of this generation, devices such as laptops and smartphones are essential at home and in the office. In fact, a good number of these electronics-obsessed professionals consider this unique fixation when evaluating potential employers, according to data from Deloitte.

Consequently, many organizations make it a point to adopt new enterprise technology to increase their appeal among millennials. If you're looking to fill key positions with strident young leaders, you might consider doing the same. Here are some up-and-coming technologies to consider:

Collaborative tools
These days, internal collaboration is essential in the workplace, as businesses must remain nimble and act fast to keep up with competitors. There are a variety of digital tools on the market that facilitate this sort of approach, including the trendy application Slack, which includes team-based chat and file-sharing features, according to ZDNet.

The software company allows small organizations to test its solution free of charge. Of course, if you're one of the millions of enterprises using the Microsoft ecosystem, you can adopt its equivalent Microsoft Teams.

"A good number of millennials factor in enterprise technology when evaluating potential employers."

The cloud
The worldwide cloud services market is expected to grow by more than 17 percent this year, Gartner discovered. Why? Businesses in every sector are flocking to the cloud, trading in on-premises servers for scalable, cost-effective cloud deployments.

However, this doesn't mean you have to make the swap tomorrow. You can go for a hybrid arrangement which will allow you to transition gradually, without throwing away capital investments.

Once you fill your office with new technology, you're going to need some qualified candidates. A retained executive search firm like YES Partners can help. Our highly-trained executive search consultants can connect you with millennial leaders with vision and true executive experience.

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.

If your organization is struggling to get young talent through the door, you should reconfigure your hiring processes and internal policies to appeal to millennial leaders.

How to get millennials through the door

Millennials now comprise more than 30 percent of the U.S. labor force, according to recent research from Deloitte. Like members of past generations, these young individuals hold unique views on the workplace and expect prospective employers to respect such perspectives. To put it frankly, businesses that want to succeed in the modern marketplace cannot afford to push aside the concerns of millennial candidates. 

If your organization is struggling to get young talent through the door, you should reconfigure your hiring processes and internal policies to appeal to millennial leaders. Review these strategies to get started:

Market your company values
Young professionals from this generation are especially concerned about what companies courting them stand for, according to Entrepreneur. With this in mind, take some time to consider your mission statement and how the products or services you offer affect the lives of your customers. When speaking with millennial talent, be sure to articulate these ideas to encourage excitement and explain that you're searching for someone who will have an impact on people, and not simply fill a role.

"Young professionals from this generation are especially concerned about what companies courting them stand for."

Turn to technology
Most millennials are digital natives, meaning they grew up with technology and therefore integrate it into everyday life. Consequently, young leaders of this generation assume employers will provide the digital tools they need to churn out impactful work, Inc. reported. So, consider upgrading your enterprise systems if you've got the means. Additionally, look into cutting-edge productivity tools like Google Apps for Work or Slack. These cloud-based tools are not only cheap and easy to implement but will satisfy millennial candidates with high technology expectations.

Once you make these changes, you'll need talented millennial candidates with the executive experience and zeal needed to move your company forward. YES Partners can help. Our retained global executive search consultants can connect you with top-notch young 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.

Deloitte offers up some concrete answers to the question every employer seems to be asking these days: What do millennials want?

What do millennial executives want out of work?

Pinning down the general needs and wants of millennial leaders is no easy task. Older members of this generation often possess entirely different professional values than their younger peers. Of course, when you consider geography and other external factors, the whole situation becomes even more complicated.

Luckily, professional services firm Deloitte offers insight into this group of diverse executive leaders with its "Millennial Survey," an exhaustive study that includes responses from thousands of young professionals at companies across the globe. The 2016 edition offers up some concrete answers to the question every employer seems to be asking these days: What do millennials want?

Millennial business leaders expect employers to facilitate flexibility in the workplace.Millennial business leaders expect employers to facilitate flexibility in the workplace.

Ethical, society-conscious business operations
Approximately 64 percent of respondents said that modern organizations are too focused on simply generating revenue and neglect the world around them. To traditionalists, this insular approach makes total sense. However, young professionals believe that companies should contribute to society at large and facilitate ethical internal processes that match consumer values.

Now, addressing the latter issue is a tall task, even for C-level staff. But, if you really want to infuse your organization with young talent, you must reevaluate the way you do business and see if there are opportunities for growth, especially in the area of fairness, Harvard Business Review reported.

Connecting your company with the outside world is a bit easier. Just start with the small things. For instance, instead of organizing run-of-the-mill team-building tasks, sign your team up for a group volunteer activity. This will show millennial talent that you're working to interact with those outside of the organization.

Employee-focused human resources policies
It's no secret that millennials are fans of flexibility in the workplace. In fact, these young professionals are disrupting standard productivity models and spearheading key cultural shifts, such as the movement toward bring-your-own-device and work-from-home policies, that sever the connection between the office and operations.

The Deloitte survey showed that millennials expect employers to move in this direction and offer benefits that permit flexibility. This includes adopting the latest technology and providing family-friendly incentives such as work-from-home and extended-leave options.

If you're serious about attracting millennial talent, you must take these expectations into consideration. Similarly, if you want wholly qualified young executives to walk through your doors, you need to collaborate with a retained global executive search firm like YES Partners. Our executive search consultants can connect you with energetic millennial leaders who have the executive experience and zeal to usher in companywide change.

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.

As you start the search for your first CFO, be sure to keep in mind these key hiring and recruitment strategies.

Strategies for hiring a CFO

For all startups, there comes a time when more traditional corporate positions must be filled. Many start off by bringing on CEOs to lend some long-term direction and developmental objectivity. Chief financial officers normally come next – and for good reason.

These business leaders take on essential fiscal responsibilities, often shaping the futures of their organizations. However, hiring for this position is tough. Even seasoned human resources personnel have a difficult time pinning down the qualities that predict success and make an impactful CFO.

As you start the search for your first CFO, be sure to keep in mind these key hiring and recruitment strategies:

Assess your needs
Startup founders dealing with increased financial complexity often jump to the conclusion that they absolutely need a CFO when they actually require the services of an accountant and controller, Entrepreneur reported.

So before you commit to bringing on an executive-level money manager, review the state of your organization to see if such a move is necessary. If you're experiencing rapid top-line revenue growth or are already pulling in $5 million to $8 million per year, then it's time to move forward, Inc. advised.

Understand the role
Got the green light? Great. Now you need to better understand the position itself. Normally, CFOs are responsible for providing general financial guidance and allocating company resources. Additionally, most also collaborate with banks and investors and develop fiscal forecasts and tax strategies. These duties require a unique range of skills, including a robust knowledge of modern financial analytics tools and accounting practices, presentation chops and a knack for leadership.

"Consider partnering with an executive recruiter to find an impactful CFO who can transform your business."

Since your company is only just developing, you must also consider other variables. For instance, candidates with a passion for big data and technology should be at the top of your list, as these variables will soon become the driving forces behind global markets, according to Business Insider.

Find a partner
Though you may be a subject-matter expert with a deep knowledge of your sector, you probably don't have the time or the resources needed to pinpoint the ideal candidate.

With this in mind, you should consider partnering with an external organization to find a truly impactful CFO with the executive experience and skills to transform your business from a fledgling enterprise into an industry powerhouse.

In this case, a global executive search firm is most likely the ideal solution. Such a company can connect you with an executive recruitment consultant who has the sector-specific knowledge and deep industry connections required to net you a truly transformative CFO.

Ready to get started? 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.

  

If you find yourself in need of a CEO to run your growing startup, consult the following tips.

Strategies for hiring a startup CEO

Not all startup founders are equipped to manage the businesses they build. Many look outside the organization for leaders with the executive experience and vision it takes to transform their fledgling enterprises into industry-leading powerhouses. Of course, finding candidates with the ability to succeed in such roles can be challenging. Luckily, there are executive recruitment strategies that address this very situation.

If your growing startup needs a CEO, consult the following tips:

Start with a strategy
Before embarking on the search for your executive leader, you should first firm up your overarching developmental goals, the Harvard Business Review advised. With a blueprint for the future in hand, you can formulate an ideal profile for the individual fit to manage your company. This will enable you to easily narrow the field and select a CEO with skills needed to succeed within your organization.

"Prospective candidates for the CEO spot at your organization should exhibit grit."

Look for cultural compatibility, conviction
Though you may be in the process of building a more traditional internal infrastructure, your enterprise is different than most industry stalwarts. You most likely manage passionate, mission-driven employees with whom you maintain close relationships.

As a result, it is essential that you bring on an executive leader who will fit within your tight-knit team and feed off of the enthusiasm that fuels your business, Inc. advised. In short, find a fellow true believer to take over at the helm.

Focus on grit
Often, the hours spent working at a startup are long, the pay is low and the successes are few and far between. Only individuals with tenacity and a willingness to work in the trenches survive in such environments. Prospective candidates for the CEO spot at your organization should exhibit such qualities, Fast Company reported.

Think you might need some additional help looking for your first executive leader? Contact YES Partners! Our executive search consultants have the expertise and industry connections to link you with proven candidates who are more than qualified to take your company to new heights.

On many occasions a startup-CEO is asked to join when the company is still in pre-funding stage, i.e. the startup at that stage has virtually no money and therefore is not able to pay any salary but needs to attract the (right) candidates willing and able to work for initially equity alone. This narrows the available candidates with specific experience quite a bit. Due to the early stage nature it however is even more important to find the RIGHT candidate for a company.

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.

While you may never be able to avoid some of the awkwardness that accompanies phone interviews, you can get more out of these interactions by following these guidelines.

Tips for conducting an effective telephone interview

Phone interviews are often nerve-wracking for both employers and candidates. Interviewers strain to detect vocal cues that may denote larger character traits, while respondents attempt to condense their professional experience and accomplishments into cohesive, memorable soundbites. While you may never be able to avoid some of the awkwardness that accompanies phone interviews, you can get more out of these interactions by following these guidelines:

Plan and prepare
Once you've agreed to speak with candidates provided by your executive recruiter, start preparing for the interviews. First, look over their resumes and pick out some peculiarities you want to know more about, the Society for Human Resource Management suggested. Additionally, look for skills that may help them succeed in the role to which they have applied. You will want to explore these competencies during your discussions and use them to shape the interactions. Of course, familiarize yourself with the job description so that you fully understand your search criteria. 

Always follow up with candidates - this will separate your from the pack.Always follow up with candidates – this will separate you from the pack.

Question and assess
When you have candidates on the phone, begin by confirming their current employment status. Then, move into the subject areas you pinpointed during your preparation session. As the conversation continues, take notes and listen for details that might warrant follow-up questions, SHRM recommended. After tackling the skills portion of conversation, move on to more general themes. Ask them why they are looking for new opportunities and discuss their cultural expectations. End the call by outlining the next steps of the hiring process. These interactions should last between 15 and 30 minutes.

Follow up
These days, hiring managers often neglect candidates after hanging up. Even those intent on organizing in-person interviews fail to follow up and leave job hunters hanging for days or even weeks. This approach dismays talent and gives them reason to second-guess potential employers. Don't sow seeds of doubt. Instead, send a message to your candidates and thank them for their time, Inc. advised. Additionally, summarize next steps and give them a sense of where they stand. This seemingly insignificant gesture will give you a leg up on competing companies.  

So, are you interested in scheduling phone interviews with C-level staff who have the executive experience to get the job done? A retained executive search firm like YES Partners can help! Our executive search consultants have access to talent C-level contributors who can grow your business. Contact 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.

As you navigate your industry and look for ways to develop your enterprise, be sure to avoid some of these common HR mistakes.

HR errors SMBs and startups should avoid

Startup founders and small business owners often put off developing simple human resources policies, thinking them inconsequential to business development. Of course, this couldn't be further from the truth. Such protocols are needed to facilitate growth and lay the groundwork for expanded operations with more employees, including C-level staff who value stability and structure.

As you navigate your industry and look for ways to develop your enterprise, try to implement meaningful HR policies and avoid some of these common pitfalls:

No ground rules
Even small organizations require basic policies that set expectations for employees and address administrative and legal topics, the Society for Human Resource Management reported. These protocols – usually compiled in an employee handbook – enable organizations to easily manage and address workplace behavior. If problems arise or employees become confused, employers can simply ask them to reference the established policies in the handbook.

Unfortunately, many developing businesses don't draft employee handbooks and instead address behavior on a case-by-case basis, an inefficient and ultimately ineffective methodology. So be sure to create a tailored employee handbook that conforms with your company culture and addresses some key topics, including benefits, conduct, compensation, leave, scheduling and termination. Additionally, add sections that confirm your adherence to federal anti-discrimination and harassment legislation, the Small Business Administration suggested. Also, provide links to federal and state employment sites.

Of course, once you've drafted your handbook, be sure to update it regularly so that it reflects any changes to federal and state employment law.

Growing enterprises need HR policy to lay the groundwork for future success.Growing enterprises need HR policy to lay the groundwork for future success.

Bad documentation
Many developing organizations fail to document or systematically address employee performance issues, instead firing underperformers in the heat of the moment. Though warranted, such firings often result in wrongful termination lawsuits. In fact, the Equal Employment Opportunity Commission fields tens of thousands of these claims every year. And, in more than 50 percent of these cases, the plaintiff prevails, according to Lawyers and Settlements. 

With this in mind, craft a detailed termination plan with robust performance documentation protocols. When problems start to develop, be sure you give struggling employees the opportunity to participate in a documented, multi-step performance improvement program, Entrepreneur advised. That way, if you are drawn into a lengthy legal battle with disgruntled former workers, you can show that you gave them multiple opportunities to address their performance.

No employee training
In recent years, workers have prioritized professional development, looking to their employers to provide them with cutting-edge training programs. Younger employees are especially interested in such initiatives, with many willing to leave or look past organizations that fail to support their individual ambitions, according to the research firm Deloitte.

"In recent years, workers have prioritized professional development."

Even in the face of this trend, many small businesses and startups still hold back when it comes to training, sacrificing the development of future leaders for short-term gains. To avoid this near-sightedness, develop a robust training plan that begins during on-boarding and continues onward. Additionally, ask employees for input so you can tailor the program to meet their needs. 

Of course, don't forget to host more utilitarian training sessions that cover mundane, operational topics. These are crucial and, in some cases, required by law.

Now that you're familiar with these key pitfalls, it's time for you to find an HR business partner who can develop the important personnel policies that will buttress your burgeoning organization. Your best bet is a retained executive search firm like YES Partners. We can leverage our industry connections to pinpoint candidates with transformative executive experience.   

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 and globally.

Growing startups can overcome their fear of hiring by developing a plan and following some salient guidelines.

How to hire for an early-stage startup

For early-stage startups looking to nab their first employee, the hiring process can appear daunting. Sorting through hundreds or possibly thousands of applications while applying to startup incubators, rallying investors and developing business opportunities seems like an impossible undertaking, even for the burgeoning Zuckerbergs of the world.

Growing startups can overcome this overwhelming fear by developing a plan and following these first-time hiring guidelines:

Make sure it's the time
Before you even think about contacting an executive recruiter for leads on potential candidates, take a second to consider your situation. Are you actually prepared to take on a new employee? According to Entrepreneur, you should look for a few key signs.

If you don't have enough time to perform tasks essential to your bottom line, it's probably time to bring someone aboard. Additionally, if you observe worrying weaknesses in specific, skill-based areas such as marketing or development, then a recruitment push is probably warranted.

However, resist the urge to hire when you can't pinpoint serious and definable pain points.

Need help hiring for your early-age startup? Contact a retained executive recruiter.Need help hiring for your early-age startup? Contact a retained executive recruiter.

Look for skills and potential
Once you've given yourself the green light, spoken with an executive recruiter and received resumes from the first few applicants, start the evaluation process. As you scan curriculum vitae, be on the lookout for skills first. In the startup world, candidates with technical competencies are more valuable than those with long track records and murky soft skills, Muse reported.

Individuals with quantifiable abilities can probably adapt and contribute to your business immediately. The more experienced, on the other hand, will require a longer adjustment period. Plus, technically gifted candidates with the willingness to learn can easily acquire soft skills as they progress.

Of course, when evaluating such prospective employees, don't take anything for granted: make sure to really test their skill set. If you're thinking of hiring a web developer, for example, have the candidate critique your current site on the spot and offer feedback. Evaluating a potential marketing producer? Ask for his or her portfolio and organize a simple writing test.

Think about onboarding
Before you bring in your new additions, build an onboarding process for them to follow during their first few days on the job. These programs are especially important in the context of early-stage startups, as most founders simply don't have the time to hand-hold new hires.

You don't need to put together a masterful training program – some reference materials, a task list and a kickoff meeting will probably do. If you've made the right hire, your newcomer should be able to navigate your fluid organization and carve out a niche, Tech Crunch reported.

Get some help
If you're having serious trouble and can't seem to attract the right candidates, ask for help. Chances are, you know a fellow entrepreneur who will give you some tips. If you want more direct hiring help, consider working with a retained executive search firm. These organizations leverage industry contacts to spot top candidates with enough executive experience to develop your growing business.

Does your early-stage startup need some executive recruitment assistance? Contact YES Partners!

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 and globally.

The next time you sit down across from a potential employee, be sure to evaluate some subtle, yet telling behaviors.

3 candidate behaviors to look out for

Often, the first five or so minutes of job interviews are the most critical. During these opening moments, candidates unknowingly offer insights into their behavior and give employers a preview of how they might function in the workplace. The next time you sit down across from a potential employee, be sure to evaluate these subtle, yet telling behaviors:

Punctuality and preparedness
Candidates who arrive late and flustered usually aren't the best hires, U.S. News and World Report found. Tardiness is normally a chronic condition and often a symptom of poor planning. When potential employees land up late, make a point to discuss the situation and ask about any extenuating circumstances. After all, everyone gets a flat tire every so often. Of course, those who come on time and are properly prepared are most likely pretty reliable.

As interview candidates, be sure evaluate their body language and attire.As you interview candidates, be sure evaluate their body language and attire.

Fashion sense
Most modern job hunters realize they have an obligation to dress appropriately for interviews. Unfortunately, there's also a small minority who fail to adhere to such sartorial norms and instead believe anything goes. If you find yourself dealing with someone from the latter group, cut and run quick. 

Additionally, take time to evaluate seemingly well-dressed candidates, as the smallest clothing cues can yield important information, Money reported. For instance, funky, patterned socks may not be the best fashion accessory for a level-headed, C-level staff member with requisite executive experience, but could bode well for a creative copywriter in a casual office.

Body language
Strangely, you can also collect essential insights by monitoring the body language of prospective hires, FastCompany found. For example, unfocused candidates seem manic and fidget constantly, and those with less-than-ideal ethics or ulterior motives often avoid eye contact. Conversely, strong applicants exhibit poise and look interviewers in the eyes.

Are you looking to bring in more of these candidates and leave behind the frazzled and unqualified? Working with a retained executive search firm like YES Partners is your best option. We provide focused candidates with enough executive experience to impact entire organizations.

Interested? Contact us today. To see some of the roles we have already successfully searched for and 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 and globally.   

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