1. The 2014 Challenge
Attracting Impact Players
The candidate-driven market that MRINetwork has been
observing in the executive, managerial and professional sector is
projected to become an even greater challenge in 2014. The
media is increasingly making note of this trend, referenced as
“overwhelmingly candidate-driven” in the most recent
MRINetwork Recruiter Sentiment Study, as exceptional
candidates with specialized skills gain more leverage due to a
shrinking talent pool.
Fe b r u a r y 7 , 2 0 1 4
VO L UM E I X I SSUE 2
The reality is that employers must compete like never before to
bring in the best people to lead their organizations into the
workforce of 2020 and beyond.
“2014 has been slated as the Year of the Employee, due to
global economic growth that is increasing demand for top
candidates with specialized skills,” says Nancy Halverson,
vice president of global operations for MRINetwork. “As 'A'
players gain more control over the hiring process,
employers will need to develop innovative processes to
recruit and retain exceptional talent.”
Submitted by: Joe Cianciolo, Senior Account Manager
Management Recruiters of Cleveland-Southwest
>Experts in Global Search
(330) 273-4300 ext. 109
JoeCC@MRCSW.com
Call me to help you attract the impact player who can push
your team beyond your 2014 goals.
What is an impact player? Ctrl-Click Video
The following are some suggestions for how employers can
make themselves more attractive to the professional workforce:
Create an employee experience that is engaging and
motivating. Confidence is growing in the economy, providing
more candidates with the incentive to leave less than desirable
work arrangements. As companies become more vulnerable to
losing key talent in 2014, they will have to seek ways to provide
an employee-centric work environment that is fun, motivating
and focused on the things the employees within the organization
value most.
•
Include millennials in succession planning. As
succession planning and executive searches are
becoming a priority for many companies who need to
replace retiring baby boomer executives, employers
should not forget to include millennials in these plans.
Millennial professionals, who are in their mid-twenties
and thirties, possess the skills and experience needed
to grow into mid and senior management roles, if
provided the appropriate support and guidance.
•
Provide continuing education opportunities to
avert skill gaps. Finding qualified candidates that
have the specialized skills that employers need is
becoming a global dilemma, with skill gaps in the
workplace at an all-time high. Companies that
invest in their staff by providing ongoing learning
opportunities, create added value to current
employees while also attracting desirable talent
into their organizations.
•
Keep technology simple. New human resources
and recruitment technology are emerging every
day. No matter what platforms or solutions your
organization uses, the key is to make sure the
technology facilitates a user-friendly experience
that engages employees and candidates, instead
of creating a frustrating or tedious process that
diminishes the organization’s ability to attract and
retain talent.
“The candidate-driven market in our post- recessionary
economy presents some unique challenges, given
mounting skill gaps in our professional workforce,”
states Halverson. “Companies will have to assess
whether their branding and recruitment practices are
attractive and engaging enough to allow them to
compete for the best talent.”
Source: Department of Labor
© 2014 Management Recruiters International, Inc. An Equal Opportunity Employer

2. MRINetwork Produces Immediate
Results for Your Critical Needs
Maximizing investment in human capital is a key opportunity for any organization.
Contract Staffing allows you to quickly and efficiently resolve this challenge, so
that you can get back to focusing on your key strategic initiatives.
How does MRINetwork stand apart from other contract
staffing firms?
QUALITY. Our global network of recruiters utilizes proprietary methodologies built
around securing the highest caliber candidates.
Our contract employees have the same qualifications, expertise, and
professionalism that you’d expect from your core employees.
QUANTITY. With more than 3,000 recruiters in approximately 800 MRINetwork
offices, we have access to one of the most comprehensive databases of its type
anywhere.
ADAPTABILITY. Utilizing a consultative approach, we deliver the appropriate
staffing solution based on your company’s human capital needs. Our recruiters
typically have real-world experience in the industries in which they recruit; they
know who you need and how to reach them.
IMMEDIATE
RESULTS FOR
YOUR CRITICAL
NEEDS
Maximizing investment
in human capital is a
key opportunity for any
organization. Contract
Staffing allows you to
quickly and efficiently
resolve this challenge,
so that you can get
back to focusing on
your key strategic
initiatives.
Our value to you:
» Specialization: MRINetwork’s extensive database of talent, sourced
from a wide array of industries, allows us to fulfill your unique staffing
needs.
Joe Cianciolo
Senior Recruiting Manager
» Evaluation: Contract-to-hire means that you can evaluate a
candidate’s fit with your company before extending a more permanent
employment offer.
» Back Office Support: Our dedicated team of back office professionals
is highly trained in all payroll and administrative functions.
» Cost-effectiveness: You get the resources you need, when you need
them, without the overhead of permanent staff.
Provided by MRINetwork www.MRCSW.com |
Management Recruiters of
Cleveland-Southwest
3511 Center Road P.O. Box 178
Brunswick, OH 44212-0178
Work: (330) 273-4300 ext.109
Fax: (330) 273-2862
Cell: (440) 532-2134
Email: joecc@mrcsw.com
Web: www.mrcsw.com