There are, in fact, workable strategies for filling those difficult-to-fill positions.

Having trouble with difficult-to-fill positions? Try these strategies

Organizations across a myriad of industries struggled to fill essential vacancies in 2016, according to the Society for Human Resource Management. This problem is expected to increase throughout 2017, as the economy improves and the unemployment rate continues to decrease. However, businesses dealing with recruitment difficulties aren't doomed to suffer empty corner offices for an eternity. There are, in fact, workable strategies for staffing difficult-to-fill positions.

Rethink candidate requirements
When hiring for key leadership positions, stakeholders start the search with an ideal candidate in mind. Unfortunately, many find that few check all the boxes. To avoid this problem, it may be best to rethink your candidate requirements. Try designing less restrictive roles. This move alone could revitalize your search and open up new recruitment opportunities.

"Try designing less restrictive roles."

Embrace cultivation
If the above adjustment fails to stimulate momentum, you may need to reform your strategy entirely. Consider looking for less experienced professionals with C-level potential as opposed to fully-formed executives. Prospective hires with raw skills and industry knowledge can grow into transformative leaders with coaching, according to The Huffington Post. Keep in mind though that 'build' option (versus 'buy') means it will 'take time' for the person/s to come up to speed.

Look for outside assistance
Many employers find that they simply cannot go it alone. In these moments, global executive search firms often save the day. Such organizations leverage deep industry connections and decades of recruitment knowledge to pinpoint talented business leaders with the executive experience and demonstrative skills needed to catalyze real change and bolster the bottom line. Yes, it comes with some cost involved. The question is rather whether you can afford not to hire such services.

Does this seem like the right option for your enterprise? Contact YES Partners today. Our skilled executive search consultants can revitalize your search and connect you with truly 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.

Companies looking to compete in the modern job market must jettison leisurely recruitment strategies and rejigger their processes to emphasize speed.

Accelerate the recruitment process and hire the RIGHT people

Many internal recruiters and other human resources personnel continue to operate under the assumption that "slow and steady wins the race." While this methodology certainly worked in the past, it is becoming increasingly ineffective, as talent pools dwindle and digital hiring tools crystallize, despite their flaws. Even then, organizations continue to facilitate drawn-out recruitment workflows. Most devote almost a month to the interview process alone, according to data from Glassdoor.

Companies looking to compete in the modern job market must jettison leisurely recruitment strategies and rejigger their processes to emphasize speed.

Improve the candidate experience
Job descriptions and company "about" pages can lend candidates some insight into prospective employers and what they might do if hired. However, many still enter the advanced stages of the recruitment process with fundamental questions and answering them takes up precious time. Avoid this by giving interested talent all the information they need to engage with your organization, FastCompany advised. Create web portals that address common candidate concerns so you can move on to more important matters during in-person discussions.

Panel interviews are good time-saving alternatives to traditional, multi-round formats.Panel interviews are good time-saving alternatives to traditional, multi-round formats.

Consolidate interviews
Organizations often subject candidates to multiple rounds of interviews to get perspectives from a variety of internal stakeholders. While helpful, this format adds considerable time to the recruitment process, HubSpot reported. Replace several one-on-one interactions with a panel interview to save time. This will reduce logistical problems and speed things up. not only for the company but more importantly for the candidate/s.

Connect with a recruiter
Businesses that really want to accelerate the hiring process often form relationships with global executive search firms. Why? Speeding up the interviewing process is only ONE part of succeeding with the RIGHT candidates. These agencies are staffed with executive search consultants who have the industry knowledge and recruitment savvy to source top-notch talent. Plus, most conduct open screening processes on behalf of their partners, connecting them with truly qualified candidates.

Are you ready to speed up your hiring process and work with a retained executive search 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.

Successful executives have extensive skill sets and intangible qualities that only a select few individuals possess.

Key qualities every CEO needs to succeed

C-level leaders are more important now than ever before. Modern enterprises must navigate ever-changing market conditions. Executives are responsible for setting the course and achieving organizational stability, no matter how momentary it may be.

This not only requires an extensive skill set but also intangible qualities that only a select few individuals possess, according to Harvard Business Review. If your organization is on the hunt for new leadership, be sure to focus on candidates with these essential traits:

Adaptability
To survive in today's business world, companies must facilitate scalable internal processes and continually re-evaluate their operations to keep up with customer demands. This starts at the top with leaders who embrace agility and are willing to support requisite internal change, PricewaterhouseCoopers found. With this in mind, try to pinpoint candidates who aren't afraid to challenge convention and move in a new direction.

"To infuse your enterprise with purpose, you need C-level staff who focus on more than meeting sales goals."

Results-driven
Technology now allows businesses to monitor their operations and maintain results-driven processes. Effective executive leaders are comfortable working within data-based cultures wherein almost everything is tracked, Inc. reported. Such C-level staffers embrace measurable operational insights and seek to increase organizational accountability.

Purpose
We've discussed how purpose-driven companies see increased productivity and healthier bottom lines. To infuse your enterprise with purpose, you need C-level staff who focus on more than meeting sales goals and work to make customers happy. Normally, such leaders are quick to take ownership of key CEO responsibilities and have a tangible passion for the work they do.

Are you looking to connect with executives who have these qualities? Contact YES Partners today. Our executive search consultants can introduce you to candidates who have the executive experience and intangibles 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.

As you interview C-level candidates, you must search for subtle red flags that may point to underlying deficiencies.

3 bad candidate habits to look out for

Most human resources representatives go into interviews with C-level candidates hoping to find leaders who can help move the business forward. However, this task is often easier said than done, as even ill-equipped professionals can hide behind charisma and charm and bluff their way into latter rounds, or worse: the corner office. As a result, you must search for subtle red flags that may point to underlying deficiencies. Here are a few such behaviors to look out for:

Knowing all the answers
While business leaders normally possess extensive industry-specific knowledge, none have all the answers. Remember this, if you encounter candidates who claim to be all-knowing sages. Executives with this mindset often court failure by turning down valuable advice and resisting change, according to Inc.

"No business leaders have all the answers."

Embracing anger
Some executives willingly tout their no-nonsense approach to people management and pride themselves on keeping employees in line with angry outbursts. These behaviors rarely produce good results and lead to turnover. Come across an iron-fisted overlord with a penchant for expressing contempt for subordinates and colleagues in public? Look elsewhere.

Dismissing data
Executives must have good instincts to survive in the C-suite and get results. However, take it too far and dismiss actionable data, claiming their experience can lead the way, Forbes contributor Haydn Shaughnessy wrote. This is rarely true, especially in today's technology-driven market. You want a leader who uses reliable information to make decisions, not his or her gut.

You can avoid candidates with these problematic proclivities by partnering with a retained executive search firm like YES Partners. Our seasoned executive search consultants can pair you with truly talented leaders who have the executive experience and intangibles to transform 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.

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.

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