Organizations navigating the health care space must locate skilled leaders who can lead them through this ever-changing technological climate.

Changing health care IT landscape requires new leadership

Technology and health are fully entwined. Today, more than 67 percent of U.S. physicians use electronic health records, according to research from the health care market research firm SK&A. Web-enabled clinical devices are common in wards across the country, as doctors and nurses collect massive amounts of patient data to develop evidence-based treatments. Simultaneously, technology firms engineer newer innovations such as the supercomputer IBM Watson, which can search medical images for tell-tale signs of disease, the MIT Technology Review reported.

With this state of affairs in play, organizations navigating the health care space must locate skilled leaders who can lead them through this ever-changing technological climate. What traits should such executives possess?

Passion for innovation
C-suite dwellers in health care must be willing to experiment with the many new technologies materializing within the industry, according to the Harvard Business Review. As cutting-edge innovations such as machine learning gain traction, hospital and health system leaders should be prepared to engage with these tools and seek out possible use cases, as others in the sector certainly will.

Customer service mentality
The crystallization of patient-centered care – a symptom of rapid technological modernization – has changed how treatments are packaged and delivered. Now, organizations must collaborate with newly empowered patients provide cost-effective care, according to Becker's Hospital Review. Today's health care leaders must recognize this new reality and treat patients as informed customers rather than sufferers in need of treatment, no matter the cost.

"C-suite dwellers in health care must be willing to experiment with the many new technologies."

An understanding of data
Modern health care organizations depend on data, as administrative and clinical teams wade through terabytes of information when moving patients in and out of wards. Consequently, leaders in the sector must be able to address data collection and usage and understand how it affects operations.    

Is your health care organization in need of technology-savvy executives with the skills and experience required to navigate today's clinical climate? Connect with YES Partners today. Our executive search consultants can help you find leaders who can take your enterprise to new heights.

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.

Widespread adoption of self-driving cars would affect hiring and recruitment patterns in multiple sectors, forcing human resources personnel to alter their practices to account for new operational variables.

Self-driving car development creates recruiting ripple effect

Self-driving cars have received considerable attention in recent years – and for good reason. These advanced vehicles have the potential to transform the transportation industry and usher in a new era of roadway safety and efficiency. Consequently, more than 230 startups worldwide are exploring the technology, Wired reported. Silicon Valley stalwarts such as Apple and Microsoft are also investing considerable funds into research and development activities centered on self-driving hardware and software.

However, the companies paving the way for automated highways and byways are not the only ones who stand to benefit from sensor-laden vehicles. The technology could very well prompt sea changes in major industries such as auto manufacturing, insurance and real estate, according to CNBC.

"More than 230 startups worldwide are exploring self-driving car technology."

Such an event would affect hiring and recruitment patterns in multiple sectors, forcing human resources personnel to alter their practices to account for new operational variables that come along with widespread adoption of self-driving automotive technology. For instance, analysts in the real estate realm believe a nationwide influx of driverless cars could shift property purchasing hot spots from cities to the suburbs and free up hectares of space once used for parking, necessitating the recruitment of new leaders with expertise centered on single-family homes rather than urban developments. The insurance industry is in for an even larger shakeup, as self-driving technology could drastically reduce the likelihood of car accidents, 90 percent of which can be attributed to human error, according to CNBC. Again, this would require the development of new revenue streams and, inevitably, change in the C-suite.

How far off are these developments? Technology firms are still sorting out core the problems that come along with self-driving vehicles, meaning nationwide adoption is most likely years away, The New York Times reported. That said, innovators in the space are working quickly to make automated roads a reality. When this shift does occur, YES Partners will be there to support HR teams weathering navigating the new recruitment environment.     

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 exactly does automation affect professionals near the top of the totem pole?

How automation impacts the C-suite

For most professionals, the term "automation" brings to mind the image of an immense production facility packed with robots moving in perfect harmony. While this common visualization certainly matches many deployments in the industrial realm, it fails to capture the automated systems that now perform numerous office-based backend duties. Indeed, this advanced software can now be found in almost every department, a situation executive leaders occupying the C-suite must reckon with daily. How exactly does automation affect professionals near the top of the totem pole? Here are some examples.

Chief financial officer
These business leaders are used to performing hands-on tasks, wading through budgets, contacts, profit and loss statements and other financial documentation to pinpoint growth opportunities. While the rise of automation has not reduced CFO workloads, it has changed them. How? More and more enterprises now use automated accounting software to track expenses, PricewaterhouseCoopers found. These advanced programs carry out core calculations on the fly and deliver accurate business intelligence, which financial leaders can use to make spending decisions. Now, CFOs must turn their focus to big picture trends evident in automated data and leave more menial tasks to computerized counterparts.

"Automated systems are bringing change to the C-suite."

Chief marketing officer
Customer engagement is the primary concern for most professionals in this role. Consequently, most spend their time developing outreach strategies and managing the many moving parts needed to execute. While automation has not ushered in ground-breaking change in these areas, it has infused the campaign creation process with data collected via marketing automation systems. A relatively small number of businesses use these tools, according to Venture Beat. However, adoption continues to increase, as marketers unlock the power to collect hard data on customer activity and ultimately craft more targeted assets with stronger conversion potential.

Chief operating officer
Operational leaders are tasked with managing a wide variety of internal processes. From facility management to product delivery, COOs truly do it all. However, some are lightening their loads and achieving greater success through automated enterprise technology, according to TechTarget. How? Take for instance the aforementioned area of facility management. Technology firms now offer backend systems that leverage machine intelligence and connected devices to regulate interior lighting or air conditioning use. This small tweak can greatly reduce costs and leave COOs with more robust budgets.

Automated systems are transforming organizations of all kinds from the bottom up, bringing change to all areas of the business – even the C-suite. Is your firm searching for modern leaders with the skills and leadership competencies required to weather such a change? Connect with YES Partners today. Our search consultants can find you cutting-edge candidates who can take your business to the next level.

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.

Companies looking to achieve success in this sector must recruit leaders who have the skills and experience needed to navigate this shifting ground.

Executive leadership in the age of advanced transportation

The transportation industry is changing rapidly. Technological breakthroughs and evolving consumer trends are catalyzing growth in the space, as both private firms and the public entities that manage U.S. infrastructure eschew more traditional transit notions for futuristic visions. Companies looking to achieve success in this sector must recruit leaders who have the skills and experience needed to navigate this shifting ground. That said, two specific traits carry considerable weight within today's transportation arena. What might those be?

An urge to collaborate
While business success remains the paramount goal for organizations in the industry, recent developments necessitate collaboration. Increased government investment in private transportation technology is the most visible example. Communities across the country are searching for ways to not only bolster local infrastructure, but develop vast transportation ecosystems based on cutting-edge innovation. In 2015, the Department of Transportation introduced the Smart City Challenge as a way to stimulate further action in this vein, offering $40 million in federal funding to the metro with the most transformative plans. Columbus, Ohio, captured the top spot and embarked on an ambitious initiative that involves multiple private partners, including Amazon, Autodesk, AT&T and Sidewalk Labs, according to the city.

Many U.S. metros are replicating this model, meaning high-ranking professionals in the transportation sector must be able to collaborate with other vendors to achieve success.

"Technological breakthroughs and evolving consumer trends are catalyzing growth in the transportation space."

An eye toward the future
Traditionally, innovators exploring the fringes of the transportation space have struggled to find footholds, with clients opting for long-standing firms boasting proven products as opposed to burgeoning experimenters. This state of affairs has changed in recent years. Now, local and state governments are much more willing to truck with developing technology. Take, for instance, the emergence of Hyperloop, which is in the process of fabricating an expansive vacuum-based train system based on designs from SpaceX and Tesla CEO Elon Musk. While the company has yet to produce a full-scale prototype, government officials are lining up to take part in its first public project, Wired reported. The White House has even expressed interest in expanding the technology on a national scale.

The modern transportation environment encourages calculated risk-taking, as more traditional methods have failed to solve many of the larger issue affecting American transit. Consequently, business leaders in the industry must operate with an eye toward the future and strive to push boundaries, no matter how scary that may be.

Firms hoping to carve out space in today's transportation sector must pinpoint candidates with the above traits. Here at YES Partners, we leverage strong industry connections to find these transformative professionals, giving our clients the power to develop long-term talent pipelines for sustained success.

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.

Will companies soon start searching for chief A.I. officers?

Future roles: Are Chief Artificial Intelligence Officers on the horizon?

The information technology sector has produced dozens of promising enterprise innovations in recent years. However, few offer as much potential as artificial intelligence-infused operations platforms. Analysts predict that this technology could transform the way companies do business, from product development to delivery. This sea change is unfolding quickly, according to Gartner. The technology research firm predicts that within three years, 20 percent of organizations worldwide will support employees whose primary job duties center on A.I.-based workflows. It is not farfetched to speculate that a select few of these professionals could occupy executive roles tailored to this new business climate. Will companies soon start searching for Chief A.I. Officers?

A.I. expert and Coursera CEO Andrew Ng believes this exact future is forthcoming, Fortune reported. Ng called A.I. "the new electricity" and explained that companies would be wise to begin recruiting entire teams dedicated to the technology, as it can impact virtually every business in every sector.

"My friends and I sometimes challenge each other to name an industry that will be difficult for A.I. to transform," he explained.

"Within three years 20 percent of organizations worldwide will support employees whose primary job duties center on A.I.-based workflows."

What skills might a potential CAIO possess? Software engineering experience would be essential, according to the Institute of Electrical and Electronics Engineers. Additionally, candidates with creative-thinking and problem-solving competencies would also do well in the role. Early CAIOs will indeed be required to navigate uncharted territory as they develop centralized methods for managing A.I. across the organization. Most importantly, professionals who occupy this position must be willing to learn. This technology is only just taking off, meaning these leaders will have to take in new developments as they go.

With A.I. in play, enterprises should reevaluate their recruitment needs and prepare for a future in which CAIOs populate the corner office. A forward-thinking talent acquisition firm like YES Partners can help. Our staff have their fingers on the pulse of the business world, leveraging their cutting-edge insight to help firms weather fundamental organizational shifts, including the emergence of A.I. technology.

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.

Sales teams must prepare for the emergence of chatbots.

Robots in CRM: When products sell themselves

Facebook recently added a new product to its growing portfolio, according to Wired. The social networking giant publicized a software solution called ParlAI, a virtual communications workshop designed to improve artificial intelligence-equipped online messaging programs called chatbots. Facebook is one of the many technology companies investing serious resources in these tools. In fact, the market for these solutions totals $85 million at the moment and is projected to grow more than 35 percent over the next four years, according to Research Nester. Why?

Chatbots possess immense potential, specifically in the area of sales. Big name brands such as Cheese Cake Factory and H&M have already begun experimenting with the innovative messaging programs, The Washington Post reported. H&M customers can strike up conversations with chatbots via the instant messaging application Kik and ask for outfit recommendations, while Cheese Cake connoisseurs can source gift cards via the restaurant chain's chatbots. Both allow users to check out within the messaging window. There are even chatbots that allow messengers to book vacations and seek health advice, The New York Times reported. This software is already making a substantial impact, essentially transforming how companies connect with customers and orchestrate the sales process. That said, there is still more room to grow.

"Chatbots possess immense potential, specifically in the area of sales."

While chatbots are currently relegated to the retail and food service realm, they could soon find their way into more complex dealings, Inc. reported. Some professional services firms currently use them in customer support scenarios and, with a little fine-tuning, they could soon become key cogs in targeted lead-generation campaigns. With this eventuality in the works, businesses in all sectors would be wise to monitor the development of chatbots and position their sales teams for a chattier future. Of course, this preparation starts at the top. Human Resources personnel must find forward-thinking sales executives willing to embrace burgeoning innovations such as the chatbot.

A talent acquisition firm like YES Partners can help. Our staff members leverage deep industry ties to find passive candidates who have the experience, vision and drive to implement transformative, revenue-driving strategies.

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. 

Global business leaders possess a number of common attributes that separate them from their strictly domestic counterparts.

Attributes of an impactful global executive

American businesses are on the hunt for international opportunities as the global economy continues to expand. Almost 90 percent believe overseas expansion is necessary over the long term, according to research from financial services giant Wells Fargo. Successfully executing an expansion strategy requires immense internal preparation and guidance from seasoned stakeholders who have the executive experience needed to lead the enterprise through transformative change. Unfortunately, not all business leaders are equipped to handle this duty.

With this in mind, organizations on the verge of establishing an international presence must reevaluate the individuals at or near the top of the pay scale to see if they can lead both here and abroad. If these professionals do not meet expectations, human resources teams must look for global executives who can literally and figuratively take the enterprise to new places. Qualified candidates usually possess a number of common attributes that separate them from their strictly domestic counterparts.

Passion for inclusiveness
Organizations looking to expand overseas must cultivate support in new markets and that require making connections with locals from different cultures. Global business leaders ease this process by forming deep bonds with their international peers through inclusive activities, according to Harvard Business Review. Instead of forcing centralized operational workflows on developing branches abroad, these executives collaborate with provincial authorities to create processes and products that fit the local market. They listen actively and yield the floor to those who understand the area better than they do.

"Global business leaders form deep bonds with their international peers through inclusive activities."

Curiosity
Expanding enterprises must willingly dive into the culture of a new region to truly understand its people. Again, global executives expedite things here. How? Most are intensely curious and have no problem charting unknown territory, according to the Darden School of Business at the University of Virginia. Executives of this sort are aware that there is always more to learn and yearn to build on their knowledge via firsthand experience.

Openness to culture
Very crucial is also that the executive needs to understand the local culture, i.e. constantly balancing the strategies and ideas (push) from the Headoffice while at the same time respecting the values of each of the local cultures.

Propensity for strategic risk taking 
Establishing new offices overseas is risky – even financially secure organizations can falter when stretched too thin. As a result, those with expansion in mind should install calculated risk takers at the helm, as these individuals can leverage their enthusiasm for change to stoke internal excitement and drive support, Zenger Folkman CEO Jack Zenger explained in a post for Forbes. Global executives are known for chasing promising new opportunities despite the inherent unpredictability of such pursuits. This innate drive to move forward can help expanding organizations take the plunge and successfully reach new heights.

Does your growing business need global leaders with these qualities? Contact YES Partners today. Our seasoned executive search consultants can connect you with international innovators who have the executive experience and knowledge needed to coordinate and execute a successful expansion strategy.         

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.

Many startups conflate or confuse two key technology-based roles: chief information officer and chief technology officer.

CIO or CTO: Which one does your startup need?

As advanced enterprise hardware and software solutions progress, business and technology become further entwined. Few understand this better than startup founders, many of whom lead the companies driving this trend. However, this technological awareness doesn't necessarily translate internally, especially when it comes to hiring and recruitment. The often jumbled search for key technical stakeholders encapsulates this issue.

According to TechRepublic, many burgeoning firms conflate or confuse two key technology-based roles: chief information officer and chief technology officer. While there is some overlap in the skills among these leaders, each performs wholly unique duties that benefit the organization in drastically different ways.

Understanding the CIO
All of the enterprise technology that supports day-to-day operations falls under the purview of the CIO, according to the Society for Human Resource Management. These leaders manage all onsite hardware and software, facilitating essential maintenance and user support activities. Additionally, most work with fellow C-level contributors to align IT operations with overarching business goals to promote scalability and boost profit margins. CIOs might also oversee the collection and application of system performance metrics for organizations that have embraced big data.

In the U.S., CIOs make an average of $151,562 per year, with some earning salaries as high as $230,000, according to data from PayScale.

"While the CIO directs internal IT activities, the CTO works to produce digital products for external consumption."

Understanding the CTO
While the CIO directs internal IT activities, the CTO works with engineering teams to produce digital products for external consumption, according to SHRM. Consequently, these leaders spend most of their time architecting hardware and software, as well as working with stakeholders in the other departments to properly package and promote the assets they design. CTOs normally wield considerably influence within the organization as their activities correlate directly to overall profitability.

CTOs make roughly the same amount as their internal counterparts, according to PayScale.

Startups looking to fill one or both of these positions with transformative talent must take these details into consideration when evaluating potential candidates. Of course, in situations like this, going it alone is not the best option. Executive search firms can help growing enterprises find the technological leaders they need to move forward, providing well-connected executive search consultants who know the space and can find the RIGHT professionals for these roles.

Is your startup interested in taking this collaborative route? 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.

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.

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.

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