By Christy Farrell, Partner, Healthcare Technology & Innovation
Turnover is bad — or so many are led to believe. At worst, it can reduce productivity, drive up human resources costs, and eat away at your bottom line. At best, it implies less-than-stellar business practices that can taint your reputation as an employer. But even though it’s difficult, some turnover is necessary and can even be desirable; after all, one bad apple can spoil the…
By ThinkingAhead
Hardly any hiring process concludes without first consulting references. For HR professionals and hiring managers, references are an invaluable fail-safe that can prevent costly mistakes — and they can also expedite the hire of a highly qualified candidate. Resumes, cover letters, and interviews with candidates are all inherently contrived experiences; references, on the other hand, are likely to provide insight and…
By ThinkingAhead
Human beings are incredibly complex, but recruiters specialize in understanding their motivations, particularly what makes them psychologically suited for specific jobs and professional arrangements. As with most relationships, long-term success is based on a compatibility of core values and personality traits rather than a superficial matching of needs and capabilities. Recruiters can identify these characteristics and parse them in ways…
By Kay Linder, Partner and Practice Lead, Healthcare IT & Innovation
Employee turnover in today’s workplace has reached a new level of volatility. The average employee will change jobs up to 15 times during his or her career, seeking better pay, more benefits, or additional challenges; additionally, high-performing college grads with work experience are constantly being recruited by your competition. Savvy leaders must always be on their toes — and prepared for employee…
By Matt Lewis, Partner and Practice Lead, Banking
For many companies, the hiring process can become an unwieldy endeavor: HR professionals and hiring managers frequently discover that processes can be complicated by misunderstandings and miscommunication. In this blog post, I’ll address how to mitigate these costly challenges. Robust Brand Management Brand management is a new frontier in HR. By investing resources into crafting a brand identity, companies can elevate their recruiting efforts to unprecedented…
By Hans Schlegel, Partner, Sales
Nothing gets people more excited for late spring and summer like the crack of a bat and the roar of the crowd: Major League Baseball takes the field again on Opening Day starting next week. America’s Favorite Pastime captures the essence of our culture in ways few other sports can. In the words of American newspaper columnist George Frederick Will: “Baseball, it…
By Kay Linder, Partner and Practice Lead, Healthcare Technology & Innovation
The Great Recession of 2008-09 is over – in fact, it’s been nine years. In 2016, the U.S. saw 2.2 million jobs added to the national economy [1] (in addition to a 2.7 million increase the year before). Clearly, job seekers are in the driver’s seat today compared to nine years ago. Several high-skill job sectors, including healthcare, are riding the crest of the post-recession…
By Stephanie Maas, Partner, Banking
There’s no doubt that high performing teams are paramount to an organization’s success, but hiring the right people for the job is something that every organization struggles with, regardless of its size, age, or industry. In fact, one out of every two people hired is a mis-hire, even if they (or you) don’t know it; this means that up to 50 percent of…
By Cathy Moll, Partner and Practice Lead, Life Sciences
Rejected offers are costly for employers, but in today’s candidate-driven market, talented applicants hold all the power: a shift has occurred, and companies now have to do all that they can to compete for hires. One of the best ways to do that is to make a candidate feel wanted before extending an offer of employment. Ninety percent of HR managers believe that hiring was candidate-driven in…
By Tim Knight, Vice President, Banking
With the economy growing and unemployment at its lowest levels since before the Great Recession of 2008, we have not heard of many companies needing to restructure or the need for the dreaded reduction in force. In recent weeks, we have talked with professionals whose situations have changed due to their companies need to make necessary organizational changes through restructuring…
