Some people get jobs. You know, that place they go from 9-5. Others, however, spend that time at a place they love. They are doing something that not only plays on their strengths but their passions, too. Read about Jennie and how she found work that matters.
“Organizations whose leaders are role models for prioritizing health and work/life balance reported higher median satisfaction rates (85%) and employee agreement of organizational support (85%), compared to organizations whose leaders were not role models (75% and 73%, respectively),” the authors observe.
When moving to the offer stage with a candidate, be sure to remember that they are making the biggest decision in their lives at that point. Be patient and stay out in front of any objections that may arise.
When starting an interview, especially for any leadership position, start with a 2-3 min background about you as a person (where you’re from, how you view yourself, etc.) before jumping into your experience/credentials. It humanizes the conversation going forward and builds stronger relationships.
Done is better than perfect.
We don’t hire based on resumes and fluff – we hire based on values and true alignment. As a candidate, the key to putting your “best foot forward” is to be your authentic self. Not only is this the best way to represent your strengths, but also to see how you will shine and impact the culture within your next organization.
The conversation around diversity, inclusion, and bias in business has never been more prominent than it is today. As we celebrate Pride Month, it’s the perfect time to revisit these practical tips for reducing bias as you build out your teams.
The problem with most employer branding is that it is disconnected from the corporate brand and the core drivers of the business. We agree and share this insightful HBR article, “Why We Need to Rethink Employer Brand,” from Ken Banta and Michael Watras.
Find Your Next Leader
We don't do placements. We align leaders and work. Placement is a cold top-down approach, focusing on resumes and filling empty seats. By hiring on purpose, we take the broken vertical model and flip it on its side, creating horizontal alignment between leader and company. We bridge the gap between business’ purpose and a leader’s passions and strengths. It is purposeful and methodical and driven by empathy. It’s why we exist.