There are a few key recruitment practices that, more often than not, allow organizations to hire and retain transformative talent.

How to hire the right people

Even as more qualified candidates enter the job market, it can be difficult to find individuals who not only possess the requisite skills and executive experience to excel in leadership positions but also fit the existing workplace culture. Fortunately, there are a few key recruitment practices that, more often than not, allow organizations to hire and retain transformative talent.

Tamp down unconscious biases
Many hiring managers have unconscious biases that directly impact recruitment efforts, according to human resources expert Suzanne Lucas. It's best to address this issue by adjusting the hiring process to discount variables that might stoke such feelings. For instance, as Lucas pointed out in a column for Inc., some organizations ask candidates to submit resumes without names so interviewers can judge candidates based solely on their experience.

"Attitude is just as important as skill when it comes to hiring."

Hire for attitude
We've broached this topic before, but it bears repeating: Attitude is just as important as skill when it comes to hiring. Candidates with the right attitude and base-level competencies often outperform certificate-laden subject matter experts who resist change and bristle when confronted with feedback, Harvard Business Review reported.

Reduce the red tape
Workplace policies are, of course, essential, as they provide structure and establish expectations. However, overly restrictive internal codes can hamstring human resources personnel. The fact is, today's professionals have high expectations when it comes to office culture and will not hesitate to pass on organizations that don't facilitate modern practices, like telecommuting.   

Now that you understand how to attract the right talent, you should move forward and partner with an external resource that can put you in contact with viable C-level staff. YES Partners is one of the top retained search firms in the country, connecting corporate clients with skilled executive search consultants who have decades of experience and deep industry connections.

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 three reasons why you should think carefully when drafting a name for your next C-level opening.

Why job titles matter

When navigating the executive recruitment process, internal human resources personnel don't pay much attention to titles, which makes perfect sense. After all, actual job duties carry the most weight in the eyes of both candidates and employers. Still, these monikers do matter in some respects. Here are three reasons why you should think carefully when drafting a name for your next C-level opening:

Clarifying hierarchies
Modern businesses have, for the most part, shunned the siloed internal structures that used to dictate processes and interactions. However, there's still need for structure, and job titles often clarify this internal framework, according to the Houston Chronicle. These labels form the basis for employee relations, clueing workers into official and off-the-books pecking orders.

"Job titles encapsulate employees' roles within the organization."

Accelerating operations
In mission-critical departments such as account management and sales, titles are an essential tool for prompting client action, The New York Times reported. One email from a vice president or C-level leader can convince a client to stay onboard or grease the sales cycle, saving company resources and time.

Lending meaning
Strong job titles act as mission statements for the individuals who possess them, giving employees overarching objectives that encapsulate their roles within the organization, according to Business Insider. This is why candidates often fight for specific monikers during the negotiation process – these labels communicate the purpose they serve.

With this in mind, it's time to start searching for business leaders who can embody the biggest roles. Get in touch with a retained executive search firm like YES Partners. Our executive search consultants can connect you with talented leaders who have the executive experience and zeal 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.

Before you start scouting international office space, be sure to review these essential strategies for building a global workforce.

Is your organization prepared to expand overseas?

These days, businesses rarely remain within the boundaries of nations in which they were founded. Why? The pull of the global economy is simply too great to ignore, as buyers from across the world search for goods and services anywhere they can find them.

Of course, testing the international waters is a difficult task, one that requires immense planning – especially in the area of recruitment. So, before you start scouting international office space, be sure to review these essential strategies for building a global workforce:

Leverage contacts
Although you're only now just developing an international presence, you can expedite the process by developing contacts across the pond, Training Magazine reported. Connect with other overseas companies or, look to a global executive search firm with tried-and-true international experience. This will allow you to cultivate strong local prospects without purchasing a single plane ticket.

You can build your business by taking it overseas.You can build your business by taking it overseas.

Nail down the particulars
As you probably already know, the country in which you plan to expand will have labor laws and corporate tax regulations that differ from the ones here in the U.S. Brush up on these disparities before you dive in, as they will govern how you design and staff your satellite location, according to Fortune. Consequently, the first international employee you probably need to put on your payroll is a corporate accountant. Again, you might try partnering with a seasoned global executive search firm – the recruitment experts that work for these organizations know international labor laws inside and out.

Consider culture
You should definitely account for local culture when establishing your international office, Entrepreneur reported. To survive in this new market and attract top-level leaders, you must embrace the native business community and offer a work environment that meets expectations on the ground. Retained executive search firms with overseas expertise can help with this as well, as the executive search consultants who staff them often work with professionals from around the world and lend insights into regional professional cultures.

Now that you have a handle on the basics, it's time to get started on your international recruitment journey. YES Partners can help! As a leading global executive search firm, we can put you in contact with high-caliber overseas business leaders who have the executive experience and skills to lead your organization into new territory.

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.

Why hasn't the web successfully conquered the recruitment process?

3 reasons job boards don't work

Since the advent of the internet, organizations in almost every sector have sourced candidates via job boards. Unfortunately, this practice, while convenient, rarely yields viable applicants and often makes more work for already overwhelmed internal human resources personnel. Why hasn't the web successfully conquered the recruitment process?

Extreme application volumes
When recruiting for key C-level staff, it's best to start with a narrow talent pool filled with qualified candidates. Job boards don't facilitate such an approach and instead inundate hiring managers with hundreds of applications. Most of these come from individuals who don't have the requisite executive experience, according to Business Insider.

Job boards rarely yield strong candidates with requisite executive experience.Job boards rarely yield strong candidates with requisite executive experience.

Unfit candidates
Today, an estimated 70 percent of professionals find jobs through various industry contacts, including executive search consultants, U.S. News and World Report found. This means these candidates have real allies who will vouch for them and confirm their bona fides. Job board scanners, on the other hand, usually don't possess such connections, which doesn't bode well for their prospects as business leaders.

Ineffective screening
Recruitment workflows with online job boards often rely on computerized application systems that automatically screen candidates based on the information they input. This may seem like a time-saver, however, these platforms regularly screen out perfectly qualified candidates due to overly restrictive search variables, PBS reported.

With this in mind, you should consider other options, like global executive search firms. Here at YES Partners, we put businesses in contact with talented leaders of all kinds.

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.

More than 60 percent of organizations now perform social media screening.

Is social media screening a good idea?

A large percentage of the potential hires who populate your reception area during recruitment season most likely have multiple social media accounts. After all, an estimated 65 percent of American adults spend time navigating social sites, according to data from the Pew Research Center.

Of course, the information available on these portals is just too valuable to pass up from a recruitment perspective. As a result, many internal human resources professionals search these sites to see how candidates conduct themselves online.

Obviously this raises an essential question: Should you snoop on candidates' social profiles? It depends on which sites you plan to target.

Social sites can give you unique insights on potential hires.Social sites can give you unique insights on potential hires.

More than 60 percent of organizations now perform social media screening, according to data from one hiring company. However, most stick to strictly professional sites such as LinkedIn, with only 21 percent reviewing non-work-related networking portals like Facebook and Twitter. That said, there is some merit for the latter approach, as the personal data on these platforms can give employers clues as to how candidates might fit culturally.

Still, it's best to focus on professional sites, as they are chock-full of valuable details but won't funnel you into overly personal territory. As you conduct your research, look for discrepancies between the information on candidates' resumes and what they posted online, Business News Daily advised. Additionally, check out the content they've shared. These posts may give you some insight into their professional goals or leadership style.

If you find too many red flags, it may be time to look for new talent. A retained executive search firm like YES Partners can help. Our recruitment consultants will connect you with potential C-level staff who have the executive experience needed to grow your business.

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.

Evaluate prospective C-level staff closely and try to weed out those who may hurt your organization.

3 candidates you need to avoid

Organizations navigating the executive recruitment process often encounter a variety of unique candidates. While some particularly quirky professionals can leverage their eccentricities to produce results, others cannot and, more often than not, crash and burn in the workplace. With this in mind, evaluate prospective C-level staff closely and try to weed out those who may hurt your organization. To start, look out for these destructive candidate archetypes:

The narcissist
Leaders who rise through the ranks and achieve business success do possess a good amount of self-confidence. However, many take it too far and transform into unapologetic narcissists, Harvard Business Review reported.

With the success of charismatic one-man shows like Jeff Bezos and Steve Jobs, companies are now willing to take a chance on self-involved executives, hoping they can hit the jackpot. However, most end up losing this wager, hiring narcissistic leaders who forsake all in search of power and bigger paycheck.

Self-involved leaders can tear apart organizations.Self-involved leaders can tear apart organizations.

The job hopper
In recent years, unsteady market conditions have normalized job hopping. That being said, candidates with overwhelming numbers of short-term positions should raise some red flags. These job hunters are usually more interested in acquiring cash or cushy perks than they are meeting overarching organizational goals or supporting co-workers.

The troublemaker
Normally, organizations can pick out these problematic candidates after speaking with the references they provide – even the most loyal professional contacts let things slip after a few good questions. However, there are other types of workplace troublemakers who don't seem so bad on first blush, Entrepreneur reported. For instance, particularly social professionals can derail just as many deadlines as complete slackers. Stay vigilant and juxtapose candidate behavior with your office environment.

Of course, you can avoid this trouble by partnering with a global executive search firm like YES Partners. Our executive search consultants can put you in contact with candidates who will move your business forward, instead of backward.

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.

Take a look at these essential reference check questions.

Key questions you should ask every reference

An estimated 96 percent of human resources representatives conduct reference checks during the hiring process, according to data from the Society for Human Resources Management. But how many of them ask the right questions when speaking to candidates' past employers?

Data on the subject isn't definitive. However, many references do report having surprisingly superficial interactions with HR personnel, The New York Times reported. This, of course, isn't how reference checks should go. You need to ask hard questions.

Having trouble coming up with the right questions? Take a look at these essential reference check questions:

"Can you describe the candidate's performance?"
Many hiring managers make the mistake of asking yes-no questions, which yield unusable information. This is a variation on a classic yes-no reference question: Was the candidate a good worker? The reformatted version allows for an open-ended response, Entrepreneur reported. This way, references can offer substantive details that will give you insight into how candidates might perform in your workplace.

"Many hiring managers make the mistake of asking yes-no questions, which yield unusable information."

"What was it like to supervise the candidate?"
With this question, you can assess how candidates will treat direct managers and other superiors. If references have less-than-positive feedback in this area, explore further. You want to know what underlying behaviors or situations were creating this friction and decide whether you can effectively address them.

"Would you rehire the candidate?"
Smart hiring managers normally drop this query at the end of the interaction, as it can encapsulate the entire conversation and leave them with a summary of sorts. No matter which answer you get, be sure to explore the reasoning behind it.

Now that you know what to ask, it's time to speak to some references. Of course, you're going to need candidates for that. YES Partners can help. Our executive search consultants can set you up with high-performing business leaders who have the skills and executive experience required to push your organization 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.

There are some interview behaviors that simply don't fly, no matter how awkward the situation may be.

About to conduct an interview? Watch for these red flags

Interviews can be awkward, even for seasoned professionals who have weathered dozens of them. As a result, you should give candidates some leeway when assessing them during in-person sessions. However, there are some behaviors that simply don't fly, no matter how difficult the situation may be. With this in mind, familiarize yourself with these serious interview red flags: 

Touting other offers
Talented business leaders looking for new opportunities often come into interviews with multiple irons in the fire, so to speak. This is, of course, perfectly acceptable. However, bragging about those other offers is entirely out of bounds, according to Time. Job hunters who tout other employment options unprompted may be looking to start a bidding war. And, chances are, they will continually search for other gigs even after they've been hired.

Candidates without questions probably aren't right for your organization.Candidates without questions probably aren't right for your organization.

Expressing negative feelings about past employers
Most people suffer through at least one job they hate. That being said, an interview isn't the place to vent about negative work experiences, HubSpot found. When you come across especially disaffected candidates who don't hold back when discussing their past employers, immediately mark them off your list. You need positive, resilient leaders.

Asking zero questions
Effective interviews resemble good conversations, with parties on both sides of the desk offering information and asking questions. If you encounter potential hires who fail to contribute the latter, you need to reassess, according to Inc. Strong business leaders are often voracious learners who analyze new information and search for fresh ways to understand it. Candidates who ask no questions are either unengaged or believe they have all the answers, neither of which are good things.   

Want qualified C-level candidates who will navigate the interview process with flying colors? Contact YES Partners today. As an industry-leading global executive search firm, we can put you in contact with C-level staff who have the executive experience needed to flourish within your organization. 

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.

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