If you’ve got a hiring hole to fill, breathe easy. The good news is there is a workforce out there, willing and able to take on complex tasks quickly and get your business moving. But the go-to techniques that used to work in wooing ace candidates or in narrowing a broad field may not cut the mustard now.
Studies have shown that companies with diversity in their top teams produce improved financial results. Yet according to McKinsey, women hold less than 20% of the seats on corporate boards and executive committees in both the US and the UK and, from Forbes, only 4% of Fortune 500 company CEOs are female.So, how can we ‘sharpen our elbows’ and make it in a business world that for many still seems like an old boys’ network?
In the world of job seeking and resume writing, gaps in your employment history can make recruiters question you several times and think many times over before offering you a job. Everyone is aware of this and employment gaps are big stress factors for job seekers today. Such gaps can surface no matter how hard you work, how responsible you are, or how diligently you plan your life. The key to overcoming such gaps is to not let it hurt you when you are searching for a job. Remember that being out of work for a period of time does not mean you cannot keep yourself busy.
Remember when the exclamation “I’m engaged!” was almost always immediately followed by the question “when’s the wedding?” In today’s business environment, engagement takes on a whole new meaning, referring instead to how engaged, dedicated, and loyal employees are to their organization.
Engagement in the workplace may not be the same as a personal engagement between two people, but the key is that both are relationships, and relationships take work. Dedicating effort to understanding what engages your workers will allow you to create the most effective action plans to improve engagement. Don’t wait to engage your employees. Make the effort now.
Offices are a place of business… usually. The line between work and personal lives is being blurred as 9-to-5 jobs go out the window and professional and personal lives blend.
A direct comment that could be deemed sexual harassment is now an irregularity in physical places of business. Social media is a more subtle outlet for sexual harassment. With policies and procedures in place for more direct harassment, companies may be overlooking social media sexual harassment. Ensure every employee enjoys a harassment free work place by taking action now.
What was once a professional networking tool used by a select few has now become a critical aspect of the lives of a huge portion of the population. Social media can be a powerful resource for businesses wanting to expand, diversify, or appeal to a wider demographic.
This starts with the simple concept of branding. Branding is more than choosing a name for your company and defining a business plan. You must create an impression that will last with your targeted audience.
In my last blog post, Leading Executive Conversations: The Executive Perspective, I shared that leading an executive conversation should start by understanding their perspective on a particular subject. Now, we’re going to discuss framing the conversation.
Executives expect to hear three key things in a conversation. And I am going to tell you just what they are.
A meeting with an executive can be different than a meeting with a manager. You’ve got to connect with the executive’s perspective including their challenges, their opportunities and their overall strategy for building results.
Ultimately, success in executive meetings is attitudinal. You have to believe that you have a right to be there and that you have something of value to offer them. Effective meetings are more flexible than presentations. You need to be as prepared for what you will hear and learn as for what you will say. This is the first part of a two part series.
Emotional intelligence (EI) is relatively easy to define, but somewhat difficult to describe. I discovered years ago that this creates some challenges for executive recruiters discussing candidates’ EI competencies.
Women of HR were asked, “If you were CEO for a day, what would (or did) you focus on to improve an organization’s productivity, employee engagement or ability to recruit?” This is the third post in the series of responses.
It’s a rare organization that doesn’t somewhere in its mission statement or values express a sentiment similar to “people are at the core of our business success.“ It’s an even rarer one that actually acts on it. If I were bestowed the mantle of CEO, I’d make it my #1 priority to be part of that very rare group…. and I’d have my work cut out for me.