The document discusses the importance of cooperation and communication in successful hiring. It notes that hiring the best people requires having everyone involved in the process on board, including the CEO and employees. Delays, lack of communication, and an extended process can frustrate candidates and produce poor results. While technology has benefits, overreliance on emails and digital communication can slow things down. Personal interactions like phone calls and meetings are important to effectively convey information. For hiring to succeed, the key players must stay engaged throughout the process.
Across employers and industries, we have heard stories about the value young people bring to the workplace. Employers in manufacturing cited the need for serious hand-eye coordination and reported positive experiences with young people filling these roles. Others cited the benefit of having youth in their companies who can use evolving technologies. For others, especially firms that need a lot of entry-level employees, young workers are their lifeblood.
Youth Hold the Key: Building Your Workforce Today and in the Future focuses on the role that youth can play in helping employers meet some of their current and looming workforce challenges, and how companies can improve how they hire and retain youth. The findings are based on a recent survey of 350 employers, more than 80 interviews with employers and workforce experts conducted during 2014 by The Bridgespan Group and Bain & Company, as well as a review of published literature. Much of this work focused on the potential of the millions of young people—referred to here as "opportunity youth"—who are disconnected from both work and school, and lack a college degree, to address the needs of employers.
Short version of MACPA's popular PIU (Professional Issues Updates) which is part of our 24 hour free CPE offerings to members.
This slide deck covers the mega-trends and issues beyond the technical updates identified in the CPA Horizons 2025 Project. It covers leadership in the future and updates the original CPA Vision 2011 Project
White papers are a great way to provide your target audience with useful information that establishes you as an expert. Contact Rachael Wachstein to find out more. rwachstein@fishmanpr.com
Across employers and industries, we have heard stories about the value young people bring to the workplace. Employers in manufacturing cited the need for serious hand-eye coordination and reported positive experiences with young people filling these roles. Others cited the benefit of having youth in their companies who can use evolving technologies. For others, especially firms that need a lot of entry-level employees, young workers are their lifeblood.
Youth Hold the Key: Building Your Workforce Today and in the Future focuses on the role that youth can play in helping employers meet some of their current and looming workforce challenges, and how companies can improve how they hire and retain youth. The findings are based on a recent survey of 350 employers, more than 80 interviews with employers and workforce experts conducted during 2014 by The Bridgespan Group and Bain & Company, as well as a review of published literature. Much of this work focused on the potential of the millions of young people—referred to here as "opportunity youth"—who are disconnected from both work and school, and lack a college degree, to address the needs of employers.
Short version of MACPA's popular PIU (Professional Issues Updates) which is part of our 24 hour free CPE offerings to members.
This slide deck covers the mega-trends and issues beyond the technical updates identified in the CPA Horizons 2025 Project. It covers leadership in the future and updates the original CPA Vision 2011 Project
White papers are a great way to provide your target audience with useful information that establishes you as an expert. Contact Rachael Wachstein to find out more. rwachstein@fishmanpr.com
IT Workers Share Their Best IT Career AdviceRobert Half
Robert Half Technology recently asked more than 8,000 IT pros to share the best IT career advice they have ever received. Scroll through this SlideShare to see their responses and get the tips you need to move your own career forward.
The new world of work is coming. Today, employees can make new choices regarding work flexibility and balance as they carry the task remotely.
There's been an increased demand for remote employment on a global scale. This opened the job market for businesses that want to go all-in on distributed teams or use the hybrid approach, especially now that people connect with coworkers outside their area. The epidemic creates a chance for enterprises to expand globally while bringing more inclusion and diversity.
For companies who plan to start their international expansion, the simplicity of working from home will be giving rise to operational complexity. In that matter, dealing with global HR consultants that can facilitate a smooth transition to a new order at work can be beneficial. Like Employer of Record Services (EOR) providers that offer international payroll solutions, employment permit, and immigration services. Most of them have local expertise that ensures full compliance with taxation and labor laws. Get started today and embrace the change coming.
Larsen Globalization is a staffing company dedicated to the localization industry since 2000. Founded in London UK and expanded through the Americas Region in 2006.
Currently we have active offices in Europe and US with experience placing hundreds of language professionals all over the world. We work for clients in Asia, South America, North America and throughout the European Union.
Our clients are both buyer-side companies across various industries
and LSPs.
We mainly focus on retained executive search or contingent full-time permanent placement. Occasionally we do contract staffing as well.
This presentation was part of the American Translators Association (ATA) conference in Scottsdale, AZ and outlines tips and tricks to help Language Service Providers (LSP) hire top talent and maximize their workforce.
Are your Perks Competitive for Technology Professionals?Talent Point
Are the employee benefits that you offer appealing to the technology professionals you want to hire?
Find out what today's technology employees most want you to offer
A widening IT skills gap is preventing many companies from cashing in on digital’s bright promise, casting a dark cloud over the global economy. Here’s how business leaders can attract, develop and retain the talent needed to succeed in today’s digital era.
Integrating an effective career development program in 2 and 4 year schools is outlined by Danny Huffman of Career Services International. All Rights Reserved.
memo/Example 3220 memos.docMemo 1
Date:
5/3/2011
To:
VP of Human Resources
Cc:
Directors and Account Managers
From:
Fred Flintstone, HR Director
RE:
Telecommuting: An Untapped Resource
Globalization is in full swing and luckily our company is growing, both financially and geographically. Historically, our pool of candidates has been limited to the narrow field available in the immediate vicinity of our main office. To keep up with changing times we need to explore options to that will allow us to enjoy a larger pool of qualified candidates, as well as attracting and keeping those candidates. Enhancing our technology and opening our standard policies to telecommuting could give us the edge we need to stay ahead of our competitors.
Relevant Issues
Telecommuting is not a new concept. The government explored telecommuting options to conserve gas as early as the 1970s and the private sector began taking advantage of it as soon as home computers and the internet made it possible. Today, telecommuting is common place in many industries.
The newest generation of candidates and soon to be graduates have already adapted to a constant bombardment of steaming media, multitasking and all the newest technology. The brightest minds work well independently and desire the nontraditional workplace. Telecommuting opportunities will give them more flexible schedules, the ability to work on the go and the ability to work in whatever kind of environment they find most comfortable and productive. The downside to permitting our employees to work from home, or wherever, is we will lose a certain amount of control. We will have to screen candidates very carefully and develop other ways to track their productivity to assure they aren’t taking advantage of the situation.
There are multiple ways we could achieve telecommuting capabilities and before we move forward, we’ll have to investigate which option or combination of options will give us the best results at the least cost. In the long run, converting more of our staff to telecommuters will likely save us money on top of everything else.
Changing Perspective
We know our business is already successful. With that in mind, it’s hard to picture making dramatic changes to our business model and breaking from tradition. Part of the reason we’ve been successful this long is because of our ability to find solutions in unconventional ways. We shouldn’t be shutting our door to some of the best candidates because they don’t happen to live here. Allowing employees to work from home will open the pool of candidates nationally, and potentially worldwide, without us having to pay relocation costs.
We must also look at the changing generations and encourage the best results from our new hires and current employees. We already know that people learn best under varying conditions. This is true of the best work environments as well. While working standard 8 to 5 hours in the controlled environment of a trad ...
Addressing the Top IT Hiring Challenges | WhitepaperACTIVE Network
The need for high-quality IT workers is increasing at a rapid pace, but the pool of potential candidates is smaller than ever – which goes a long way towards explaining why nearly 60% of companies are reporting that open IT positions are currently going unfilled. But that’s not the whole story - the challenges in this candidate-driven employment market are many. And some of the moves being made by candidates to leverage the situation (and by companies to try and control it) are only contributing to the ever-increasing complexity of the hiring process. - See more at: http://pages.xtglobal.com/Addressing-Top-IT-Hiring-Challenges-Download-Page.html#sthash.LmOl81b4.dpuf
IT Workers Share Their Best IT Career AdviceRobert Half
Robert Half Technology recently asked more than 8,000 IT pros to share the best IT career advice they have ever received. Scroll through this SlideShare to see their responses and get the tips you need to move your own career forward.
The new world of work is coming. Today, employees can make new choices regarding work flexibility and balance as they carry the task remotely.
There's been an increased demand for remote employment on a global scale. This opened the job market for businesses that want to go all-in on distributed teams or use the hybrid approach, especially now that people connect with coworkers outside their area. The epidemic creates a chance for enterprises to expand globally while bringing more inclusion and diversity.
For companies who plan to start their international expansion, the simplicity of working from home will be giving rise to operational complexity. In that matter, dealing with global HR consultants that can facilitate a smooth transition to a new order at work can be beneficial. Like Employer of Record Services (EOR) providers that offer international payroll solutions, employment permit, and immigration services. Most of them have local expertise that ensures full compliance with taxation and labor laws. Get started today and embrace the change coming.
Larsen Globalization is a staffing company dedicated to the localization industry since 2000. Founded in London UK and expanded through the Americas Region in 2006.
Currently we have active offices in Europe and US with experience placing hundreds of language professionals all over the world. We work for clients in Asia, South America, North America and throughout the European Union.
Our clients are both buyer-side companies across various industries
and LSPs.
We mainly focus on retained executive search or contingent full-time permanent placement. Occasionally we do contract staffing as well.
This presentation was part of the American Translators Association (ATA) conference in Scottsdale, AZ and outlines tips and tricks to help Language Service Providers (LSP) hire top talent and maximize their workforce.
Are your Perks Competitive for Technology Professionals?Talent Point
Are the employee benefits that you offer appealing to the technology professionals you want to hire?
Find out what today's technology employees most want you to offer
A widening IT skills gap is preventing many companies from cashing in on digital’s bright promise, casting a dark cloud over the global economy. Here’s how business leaders can attract, develop and retain the talent needed to succeed in today’s digital era.
Integrating an effective career development program in 2 and 4 year schools is outlined by Danny Huffman of Career Services International. All Rights Reserved.
memo/Example 3220 memos.docMemo 1
Date:
5/3/2011
To:
VP of Human Resources
Cc:
Directors and Account Managers
From:
Fred Flintstone, HR Director
RE:
Telecommuting: An Untapped Resource
Globalization is in full swing and luckily our company is growing, both financially and geographically. Historically, our pool of candidates has been limited to the narrow field available in the immediate vicinity of our main office. To keep up with changing times we need to explore options to that will allow us to enjoy a larger pool of qualified candidates, as well as attracting and keeping those candidates. Enhancing our technology and opening our standard policies to telecommuting could give us the edge we need to stay ahead of our competitors.
Relevant Issues
Telecommuting is not a new concept. The government explored telecommuting options to conserve gas as early as the 1970s and the private sector began taking advantage of it as soon as home computers and the internet made it possible. Today, telecommuting is common place in many industries.
The newest generation of candidates and soon to be graduates have already adapted to a constant bombardment of steaming media, multitasking and all the newest technology. The brightest minds work well independently and desire the nontraditional workplace. Telecommuting opportunities will give them more flexible schedules, the ability to work on the go and the ability to work in whatever kind of environment they find most comfortable and productive. The downside to permitting our employees to work from home, or wherever, is we will lose a certain amount of control. We will have to screen candidates very carefully and develop other ways to track their productivity to assure they aren’t taking advantage of the situation.
There are multiple ways we could achieve telecommuting capabilities and before we move forward, we’ll have to investigate which option or combination of options will give us the best results at the least cost. In the long run, converting more of our staff to telecommuters will likely save us money on top of everything else.
Changing Perspective
We know our business is already successful. With that in mind, it’s hard to picture making dramatic changes to our business model and breaking from tradition. Part of the reason we’ve been successful this long is because of our ability to find solutions in unconventional ways. We shouldn’t be shutting our door to some of the best candidates because they don’t happen to live here. Allowing employees to work from home will open the pool of candidates nationally, and potentially worldwide, without us having to pay relocation costs.
We must also look at the changing generations and encourage the best results from our new hires and current employees. We already know that people learn best under varying conditions. This is true of the best work environments as well. While working standard 8 to 5 hours in the controlled environment of a trad ...
Addressing the Top IT Hiring Challenges | WhitepaperACTIVE Network
The need for high-quality IT workers is increasing at a rapid pace, but the pool of potential candidates is smaller than ever – which goes a long way towards explaining why nearly 60% of companies are reporting that open IT positions are currently going unfilled. But that’s not the whole story - the challenges in this candidate-driven employment market are many. And some of the moves being made by candidates to leverage the situation (and by companies to try and control it) are only contributing to the ever-increasing complexity of the hiring process. - See more at: http://pages.xtglobal.com/Addressing-Top-IT-Hiring-Challenges-Download-Page.html#sthash.LmOl81b4.dpuf
This report is for managers, human resourcing and owners of technology companies, or those responsible for a technology department. The purpose of the report is to highlight ways of retaining technical talent.
Ferovalo Interim Management trends and casesFerovalo Oy
Work is done already and more in future by freelances - through Ferovalo Interim Management service companies find over qualified the best possible match.
Cases: COO in Start-up and CFO in growth company
Be a Hiring Machine: A Strategic Interview GuideGravityPeople
About GravityPeople
GravityPeople is a leading recruitment outsourcer providing direct-hire and hourly recruiting services. Established in 1998, GravityPeople has been serving the San Francisco Bay Area Technology community for over decade. Now with a national focus, GravityPeople provides strategic technical recruiting services to clients across North America.
1. B Y J O E G I A C O M I N
S U M M E R 2 0 1 5
Re:SEARCH
People in the education field are almost unanimous
when asked about what needs to exist to success-
fully educate our students. The dialogue will invaria-
bly include strong cooperation encompassing stu-
dents, teachers and the parents. One could also in-
clude school administrators, legislators and providers
of educational materials if we really want to get fancy.
The same can be said for business consultants. If a
company CEO embraces a “hands-off” attitude – i.e.
“listen Ms. Consultant, feel free to consult / work
with / teach our company staff, but please don’t get
me involved”… he or she is positioning the organiza-
tion for sure failure. If the CEO doesn’t buy in to a
specific plan, will the employees?
Ditto the staffing process. Hiring the best people is
never a proverbial walk in the park…but in 2015 –
and especially in the current automotive OEM mar-
ket, be prepared for some extra hard work and ex-
pect that it won’t likely be a text-book process.
Your company may be considering or has already
engaged the services of an executive search firm. If
this is the case, you may wish to think about the fol-
lowing:
An experienced recruiter with a verifiable record of
success in your industry can offer a wealth of knowl-
edge about current market conditions, availability of
talent and realistic salary requirements relative to
desired qualifications.
You Want to Hire the Best
People But…Is Everybody On
Board?
“A committee is twelve doing the work of one” –
John F. Kennedy. Our thirty-fifth President was
on to something when he spoke these words.
We see it a lot in the hiring process – and for a
number of reasons. Most are well intentioned
but they may extend the process, frustrate can-
didates and produce mixed results. It’s impor-
tant to have a “process” but to move it along.
The “buck” should stop at the desk of the hiring
manager.
We release an OEM supplier sales salary sur-
vey every January. It typically indicates income
averages which reflect modest increases. The
heightened demand (past 6–12 months) for top-
flight candidates has sent salaries soaring in
this segment… well beyond normal ranges.
This is just a strategic “guess” – but when
reviewing many of the electric automotive offer-
ings we’ve seen in recent years, from products
already in production, concept vehicles and stir-
rings, rumors and product leaks from all corners
of the auto world, I believe the Tesla vehicles –
existing and proposed, are gaining momentum
and have one of the best chances for sustain-
ability.
Joe Giacomin (248) 650 4800 Email: jgiacomin@asgteam.com Website: www.asgteam.com
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