Headquartered in Atlanta, GA with 15 regional offices, Lucas Group is North America's premier executive search firm. Since 1970, Lucas Group's culture and methodologies have driven superior results. We utilize a unique combination of sophisticated technology, rigorous research, deep industry knowledge, ongoing associate training, and a broad national reach. We are trusted consultants who deliver real business value for our clients and candidates, and we are home to the finest executive recruiters.
Argentus Search Group is a boutique executive search firm specializing in talent for strategic sourcing, procurement, supply chain, and business transformation roles. They have a network of experienced professionals and focus on building long-term relationships with clients and candidates. Their team of recruiters have extensive experience in these specialized fields and can tap into a network of top talent that other firms cannot access.
Progressive - Building a compelling employer brandMark SThree
The ability to attract and retain the best talent in the market is key for any organisation, but never more so than in highly competitive sectors where niche skill sets are in high demand. Our guide to employer branding examines
how organisations can strengthen their relationship with existing and potential employees, and external
stakeholders through the effective communication of the brand’s values, personality and culture and creating a
strong employer brand.
An Introduction to Hiring for the Modern SDRMeghan LaTorre
This document provides an overview of hiring for the modern Sales Development Representative (SDR) role. It discusses that traditional sales models are becoming obsolete and technical sales skills are in high demand. The modern SDR acts as a liaison between marketing and sales using technical skills like prospecting on LinkedIn and qualifying leads. An interview with the Senior Director of Sales Development at Achievers discusses how he built a successful SDR team by focusing on strategy, people, processes and technology, and providing a clear career path for SDRs to develop skills and be promoted over time.
An Introduction to Hiring for The Modern CSMTim White
Customer Success Managers are a unique breed: They need to have the right combination of technical ability and customer-facing experience to manage demos and implementations with customer feedback. In this eBook, you'll learn who they are, what they do, and what you should pay them. Also included is an in-depth interview with New Relic on how they built their Dream Team of CSMs.
Ken Kahler has over 15 years of experience in sales and sales management. He has a proven track record of success through strategic sales planning, customer service, and relationship building. Kahler strives to balance operational efficiencies with business growth and client satisfaction. He has worked in various industries including moving, staffing, lawn care, and mortgage.
The document summarizes how Southwest Airlines uses employee branding as a strategic tool to gain a competitive advantage. It analyzes how Southwest clearly communicates its mission and values to employees, which focus on high customer service. Employees internalize the desired brand image of providing "positively outrageous service" with the "Southwest Spirit". Through consistent messaging reflecting this image, Southwest motivates employees to project this brand to customers, thereby positioning the airline as reliable, friendly, and low-cost in customers' minds. This strategic use of employee branding has contributed greatly to Southwest's success.
RS Executive is a trusted provider of executive search, headhunting and bespoke recruitment solutions.
We work with highly successful leaders with demonstrable achievements, who can drive your business forward and help you gain an edge against competitors in an increasingly competitive world. These individuals are in the top percentile within their field, can add instant value and be instrumental to the growth and success of your organisation.
We provide confidential, practical and informed advice to both the clients and candidates that we represent. By listening to their needs, researching, then providing fast and effective solutions we build long-term partnerships with these professionals.
We exclusively recruit for C-Suite, strategic leadership and management roles across all functions of a business.
- Accountancy & Finance
- Business Development & Sales
- Engineering
- Human Resources
- Information Technology
- Investment
- Legal
- Marketing
- Operations
- Procurement
- Property
- Supply Chain & Logistics
RS Executive is a trusted provider of executive search, headhunting and bespoke recruitment solutions.
Headquarters in Dubai, strong local knowledge and extensive regional network combined with global reach, makes us the recruiter of choice.
We work with highly successful leaders with demonstrable achievements, who can drive your business forward and help you gain an edge against competitors in an increasingly competitive world. These individuals are in the top percentile within their field, can add instant value and be instrumental to the growth and success of your organisation.
We exclusively recruit for C-Suite, strategic leadership and management roles across all functions of a business.
We provide confidential, practical and informed advice to both the clients and candidates that we represent. By listening to their needs, researching, then providing fast and effective solutions we build long-term partnerships with these professionals.
We exclusively recruit for C-Suite, strategic leadership and management roles across all functions of a business.
- Accountancy & Finance
- Business Development & Sales
- Engineering
- Human Resources
- Information Technology
- Investment
- Legal
- Marketing
- Operations
- Procurement
- Property
- Supply Chain & Logistics
Argentus Search Group is a boutique executive search firm specializing in talent for strategic sourcing, procurement, supply chain, and business transformation roles. They have a network of experienced professionals and focus on building long-term relationships with clients and candidates. Their team of recruiters have extensive experience in these specialized fields and can tap into a network of top talent that other firms cannot access.
Progressive - Building a compelling employer brandMark SThree
The ability to attract and retain the best talent in the market is key for any organisation, but never more so than in highly competitive sectors where niche skill sets are in high demand. Our guide to employer branding examines
how organisations can strengthen their relationship with existing and potential employees, and external
stakeholders through the effective communication of the brand’s values, personality and culture and creating a
strong employer brand.
An Introduction to Hiring for the Modern SDRMeghan LaTorre
This document provides an overview of hiring for the modern Sales Development Representative (SDR) role. It discusses that traditional sales models are becoming obsolete and technical sales skills are in high demand. The modern SDR acts as a liaison between marketing and sales using technical skills like prospecting on LinkedIn and qualifying leads. An interview with the Senior Director of Sales Development at Achievers discusses how he built a successful SDR team by focusing on strategy, people, processes and technology, and providing a clear career path for SDRs to develop skills and be promoted over time.
An Introduction to Hiring for The Modern CSMTim White
Customer Success Managers are a unique breed: They need to have the right combination of technical ability and customer-facing experience to manage demos and implementations with customer feedback. In this eBook, you'll learn who they are, what they do, and what you should pay them. Also included is an in-depth interview with New Relic on how they built their Dream Team of CSMs.
Ken Kahler has over 15 years of experience in sales and sales management. He has a proven track record of success through strategic sales planning, customer service, and relationship building. Kahler strives to balance operational efficiencies with business growth and client satisfaction. He has worked in various industries including moving, staffing, lawn care, and mortgage.
The document summarizes how Southwest Airlines uses employee branding as a strategic tool to gain a competitive advantage. It analyzes how Southwest clearly communicates its mission and values to employees, which focus on high customer service. Employees internalize the desired brand image of providing "positively outrageous service" with the "Southwest Spirit". Through consistent messaging reflecting this image, Southwest motivates employees to project this brand to customers, thereby positioning the airline as reliable, friendly, and low-cost in customers' minds. This strategic use of employee branding has contributed greatly to Southwest's success.
RS Executive is a trusted provider of executive search, headhunting and bespoke recruitment solutions.
We work with highly successful leaders with demonstrable achievements, who can drive your business forward and help you gain an edge against competitors in an increasingly competitive world. These individuals are in the top percentile within their field, can add instant value and be instrumental to the growth and success of your organisation.
We provide confidential, practical and informed advice to both the clients and candidates that we represent. By listening to their needs, researching, then providing fast and effective solutions we build long-term partnerships with these professionals.
We exclusively recruit for C-Suite, strategic leadership and management roles across all functions of a business.
- Accountancy & Finance
- Business Development & Sales
- Engineering
- Human Resources
- Information Technology
- Investment
- Legal
- Marketing
- Operations
- Procurement
- Property
- Supply Chain & Logistics
RS Executive is a trusted provider of executive search, headhunting and bespoke recruitment solutions.
Headquarters in Dubai, strong local knowledge and extensive regional network combined with global reach, makes us the recruiter of choice.
We work with highly successful leaders with demonstrable achievements, who can drive your business forward and help you gain an edge against competitors in an increasingly competitive world. These individuals are in the top percentile within their field, can add instant value and be instrumental to the growth and success of your organisation.
We exclusively recruit for C-Suite, strategic leadership and management roles across all functions of a business.
We provide confidential, practical and informed advice to both the clients and candidates that we represent. By listening to their needs, researching, then providing fast and effective solutions we build long-term partnerships with these professionals.
We exclusively recruit for C-Suite, strategic leadership and management roles across all functions of a business.
- Accountancy & Finance
- Business Development & Sales
- Engineering
- Human Resources
- Information Technology
- Investment
- Legal
- Marketing
- Operations
- Procurement
- Property
- Supply Chain & Logistics
This document provides guidance on hiring sales development representatives (SDRs). It begins with an introduction stating that traditional sales models are changing and technical sales skills are increasingly important. It then covers topics like who SDRs are, what they do, how much they should be paid, and what motivates them.
The document discusses building a successful SDR team through initiatives like establishing clear career paths for advancement. It also shares insights from an interview with the senior director of sales development at Achievers, who discusses strategies like differentiating their company to attract top talent and focusing on culture, growth opportunities, and celebration over tolerance. Finally, it provides recommendations for setting up an effective SDR hiring process and interview framework.
CareerMaker is an executive search firm that specializes in recruiting CEOs, CFOs, COOs and board members. They complete 98% of accepted searches and have high retention rates for placed candidates. CareerMaker uses a thorough 12-step process to evaluate candidates and has a global network to identify qualified executives.
This document discusses employer branding and provides guidance on building an effective employer brand. It defines employer value proposition as the complete package that attracts potential employees to a company. An employer brand is made up of culture, employee opinions, candidate opinions, and corporate brand. Building an authentic employer brand requires defining the value proposition, understanding brand challenges and benefits, and engaging employees. The document outlines steps to measure, enhance, and promote an employer brand.
Strategic Resource Solutions Group Services Overview larryorourke
The document discusses Strategic Resource Solutions Group, a sales and management consulting firm. They help staffing, consulting, and professional services companies achieve their sales and profit goals through strategic planning, sales planning, and developing individual salesperson plans. Their approach focuses on analyzing a company's sales processes and structure, and ensuring the fundamentals like clear roles, responsibilities, and performance metrics are in place to set the company up for sales success. They can provide a variety of consulting services to improve a company's sales productivity, performance, and profitability.
Red Ventures was established to offer a consultative recruitment approach for the recruitment industry. Their consultants have experience in IT and financial services recruitment to understand client and candidate needs. They focus on placing experienced and trainee recruitment consultants by generating candidate pools through networking and providing training programs.
Click through this presentation to see the power of employer branding, and how you can incorporate that talent brand for successful talent acquisition.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
This document provides an overview of employer branding and how to develop an effective employer brand. It defines employer branding as communicating activities to position an organization as a desirable employer. Developing an authentic employer brand can attract top talent, improve employee engagement, and strengthen retention. The document recommends forming a cross-functional team, researching the current brand, engaging employees, choosing a positioning, testing and launching the brand, and continuously managing it over time. The goal is to build a brand that authentically reflects the employee experience and differentiates the organization from its competitors.
This document provides information about the Employer Branding Summit in Italy, which will discuss attracting and retaining talent. The summit will share the latest developments in employer branding worldwide and implications for European leaders. Attendees will learn practical strategies for developing an employer brand from concept to competitive advantage. They will also learn how employer branding impacts employee engagement, customer sales, and corporate performance. Past attendees have included CEOs, HR directors, and representatives from global brands. Testimonials praise the focus on sharing experiences over consultancy promotions.
SGA Talent Providing Talent & Intelligence To Help Companies Build Better Org...SGA Talent
Not every recruiting assignment is the same, we realize that and have solved the problem. SGA Talent is agile, flexible and can easily adapt to the needs of each client by providing a wide range of recruitment research and recruiting services all of which can be customized. By offering a continuum of recruiting services along with tailored solutions we are ready to help our clients meet their recruiting challenges. Recruitment Research, Recruiting, Competitive Intelligence and SGA ExecutiveTracker.
The document describes the values, culture, and benefits of working at a recruitment company called Amida. Amida aims to create a fun, positive work environment for its employees and values expertise, positivity, innovation, efficiency and accountability. It offers competitive benefits like commission-based pay, career progression opportunities, training programs, and a globally shared candidate database. The leadership team has extensive recruitment experience and Amida emphasizes building a sustainable, ethical business.
The document provides guidance on employer branding best practices. It discusses researching a company's current brand, competitors, and target talent. Stakeholders like marketing, employees, and leadership should partner to develop a unique branding message. Content like infographics and stories about employees can then be shared on social media and a careers page. Analytics should measure branding goals and success, and candidates should receive a positive experience to spread goodwill about the brand. Overall, the key is differentiating a company's authentic culture from competitors through original stories and employees.
PSL provides training to help businesses and organizations improve performance through developing their people. They offer courses in customer service, leadership, negotiation, and sales. Case studies show how PSL training has helped companies increase sales by 40%, improve customer relationships, and develop leadership skills. Clients praise PSL's flexible training approach and their commitment to understanding client needs and delivering valuable outcomes.
To build a stronger employer brand in 2017, companies should:
1) Involve all employees in developing the employer brand to increase engagement and advocacy.
2) Ensure employer branding is a responsibility of the entire organization, not just HR or marketing, and gain support from senior leadership.
3) Focus on the employee experience throughout the employment lifecycle and make stakeholders accountable for that experience.
Employer branding - the art of effectively communicating an organization's talent strategies - requires a unique approach with the evolution of social media. Click through to see how organizations have simply leveraged their assets as talent magnets to attract quality professionals on LinkedIn.
See the full Most InDemand Employers list: http://linkd.in/16NfLvj
Find the secrets to InDemand success on the LinkedIn Talent Blog: http://linkd.in/1ebmLY0
Follow the LinkedIn Talent Solutions page for all recruiting updates: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
This document discusses employer branding research methodology. It outlines several frameworks for researching employer branding, including instrumental and symbolic dimensions. It also presents examples of research matrices that can be used to understand an organization's profile and stakeholder differences, as well as levels of attractiveness and internal/external brand matching. The goal of employer branding research is to improve talent attraction, reputation, employee engagement, retention, and reduce employee turnover.
Recruiting is harder than ever but if you have a company culture and a brand that is woven throughout your company then you can alleviate a lot of the frustration and cost. In addition to that it will help with retaining those top employees.
Employer Branding:
1- What Is It?
2- How To Develop An Employer Brand
3- Enhancing An Employer Brand
From the first point of contact until the hire the employer brand is being showcased to candidates. How is your employer brand being interpreted by the public?
Lucas Group is an executive recruiting firm specializing in finance talent. They aim to find clients the best finance professionals through their expertise in carefully matching candidates' qualifications and cultural fit. Lucas Group recruiters undergo extensive training and have deep knowledge of both the finance industry and recruiting processes. They use a personalized approach and sophisticated technology to discreetly assist companies in hiring transcendent finance talent.
Information Technology and Software RecruitingLucas Group
Through deep and objective research into your organization, we get to know you better than anyone. We do our own exhaustive research and work closely with you to understand your strategic objectives, your corporate areas of expertise, and how a premier recruiting firm can help your business solve current problems and achieve long-term strategic goals.
Upon completion of our thorough research, we will know more about your organization than most of the people in it. With that information in hand, we begin our search for the best candidate to fill your needs.
This document provides guidance on hiring sales development representatives (SDRs). It begins with an introduction stating that traditional sales models are changing and technical sales skills are increasingly important. It then covers topics like who SDRs are, what they do, how much they should be paid, and what motivates them.
The document discusses building a successful SDR team through initiatives like establishing clear career paths for advancement. It also shares insights from an interview with the senior director of sales development at Achievers, who discusses strategies like differentiating their company to attract top talent and focusing on culture, growth opportunities, and celebration over tolerance. Finally, it provides recommendations for setting up an effective SDR hiring process and interview framework.
CareerMaker is an executive search firm that specializes in recruiting CEOs, CFOs, COOs and board members. They complete 98% of accepted searches and have high retention rates for placed candidates. CareerMaker uses a thorough 12-step process to evaluate candidates and has a global network to identify qualified executives.
This document discusses employer branding and provides guidance on building an effective employer brand. It defines employer value proposition as the complete package that attracts potential employees to a company. An employer brand is made up of culture, employee opinions, candidate opinions, and corporate brand. Building an authentic employer brand requires defining the value proposition, understanding brand challenges and benefits, and engaging employees. The document outlines steps to measure, enhance, and promote an employer brand.
Strategic Resource Solutions Group Services Overview larryorourke
The document discusses Strategic Resource Solutions Group, a sales and management consulting firm. They help staffing, consulting, and professional services companies achieve their sales and profit goals through strategic planning, sales planning, and developing individual salesperson plans. Their approach focuses on analyzing a company's sales processes and structure, and ensuring the fundamentals like clear roles, responsibilities, and performance metrics are in place to set the company up for sales success. They can provide a variety of consulting services to improve a company's sales productivity, performance, and profitability.
Red Ventures was established to offer a consultative recruitment approach for the recruitment industry. Their consultants have experience in IT and financial services recruitment to understand client and candidate needs. They focus on placing experienced and trainee recruitment consultants by generating candidate pools through networking and providing training programs.
Click through this presentation to see the power of employer branding, and how you can incorporate that talent brand for successful talent acquisition.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
This document provides an overview of employer branding and how to develop an effective employer brand. It defines employer branding as communicating activities to position an organization as a desirable employer. Developing an authentic employer brand can attract top talent, improve employee engagement, and strengthen retention. The document recommends forming a cross-functional team, researching the current brand, engaging employees, choosing a positioning, testing and launching the brand, and continuously managing it over time. The goal is to build a brand that authentically reflects the employee experience and differentiates the organization from its competitors.
This document provides information about the Employer Branding Summit in Italy, which will discuss attracting and retaining talent. The summit will share the latest developments in employer branding worldwide and implications for European leaders. Attendees will learn practical strategies for developing an employer brand from concept to competitive advantage. They will also learn how employer branding impacts employee engagement, customer sales, and corporate performance. Past attendees have included CEOs, HR directors, and representatives from global brands. Testimonials praise the focus on sharing experiences over consultancy promotions.
SGA Talent Providing Talent & Intelligence To Help Companies Build Better Org...SGA Talent
Not every recruiting assignment is the same, we realize that and have solved the problem. SGA Talent is agile, flexible and can easily adapt to the needs of each client by providing a wide range of recruitment research and recruiting services all of which can be customized. By offering a continuum of recruiting services along with tailored solutions we are ready to help our clients meet their recruiting challenges. Recruitment Research, Recruiting, Competitive Intelligence and SGA ExecutiveTracker.
The document describes the values, culture, and benefits of working at a recruitment company called Amida. Amida aims to create a fun, positive work environment for its employees and values expertise, positivity, innovation, efficiency and accountability. It offers competitive benefits like commission-based pay, career progression opportunities, training programs, and a globally shared candidate database. The leadership team has extensive recruitment experience and Amida emphasizes building a sustainable, ethical business.
The document provides guidance on employer branding best practices. It discusses researching a company's current brand, competitors, and target talent. Stakeholders like marketing, employees, and leadership should partner to develop a unique branding message. Content like infographics and stories about employees can then be shared on social media and a careers page. Analytics should measure branding goals and success, and candidates should receive a positive experience to spread goodwill about the brand. Overall, the key is differentiating a company's authentic culture from competitors through original stories and employees.
PSL provides training to help businesses and organizations improve performance through developing their people. They offer courses in customer service, leadership, negotiation, and sales. Case studies show how PSL training has helped companies increase sales by 40%, improve customer relationships, and develop leadership skills. Clients praise PSL's flexible training approach and their commitment to understanding client needs and delivering valuable outcomes.
To build a stronger employer brand in 2017, companies should:
1) Involve all employees in developing the employer brand to increase engagement and advocacy.
2) Ensure employer branding is a responsibility of the entire organization, not just HR or marketing, and gain support from senior leadership.
3) Focus on the employee experience throughout the employment lifecycle and make stakeholders accountable for that experience.
Employer branding - the art of effectively communicating an organization's talent strategies - requires a unique approach with the evolution of social media. Click through to see how organizations have simply leveraged their assets as talent magnets to attract quality professionals on LinkedIn.
See the full Most InDemand Employers list: http://linkd.in/16NfLvj
Find the secrets to InDemand success on the LinkedIn Talent Blog: http://linkd.in/1ebmLY0
Follow the LinkedIn Talent Solutions page for all recruiting updates: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
This document discusses employer branding research methodology. It outlines several frameworks for researching employer branding, including instrumental and symbolic dimensions. It also presents examples of research matrices that can be used to understand an organization's profile and stakeholder differences, as well as levels of attractiveness and internal/external brand matching. The goal of employer branding research is to improve talent attraction, reputation, employee engagement, retention, and reduce employee turnover.
Recruiting is harder than ever but if you have a company culture and a brand that is woven throughout your company then you can alleviate a lot of the frustration and cost. In addition to that it will help with retaining those top employees.
Employer Branding:
1- What Is It?
2- How To Develop An Employer Brand
3- Enhancing An Employer Brand
From the first point of contact until the hire the employer brand is being showcased to candidates. How is your employer brand being interpreted by the public?
Lucas Group is an executive recruiting firm specializing in finance talent. They aim to find clients the best finance professionals through their expertise in carefully matching candidates' qualifications and cultural fit. Lucas Group recruiters undergo extensive training and have deep knowledge of both the finance industry and recruiting processes. They use a personalized approach and sophisticated technology to discreetly assist companies in hiring transcendent finance talent.
Information Technology and Software RecruitingLucas Group
Through deep and objective research into your organization, we get to know you better than anyone. We do our own exhaustive research and work closely with you to understand your strategic objectives, your corporate areas of expertise, and how a premier recruiting firm can help your business solve current problems and achieve long-term strategic goals.
Upon completion of our thorough research, we will know more about your organization than most of the people in it. With that information in hand, we begin our search for the best candidate to fill your needs.
Our finance recruiters discretely assist top companies to find and hire transcendent talent. We qualify both our clients and prospective candidates to ensure that Lucas Group makes the most sense for you. Everything we do reflects our deep understanding of the recruiting process and the critical importance of each placement for both our clients and the candidates they seek.
Our Human Resources recruiters discretely assist top companies to find and hire transcendent HR talent. More importantly, we only place people in situations that make the most sense. Our detailed interviewing process enables Lucas Group to precisely match qualifications, cultural fit, and long-term compatibility, and ensure lasting and successful placements for both clients and candidates. We’re in this for the long haul, and we’ll work diligently to become your seamless, accessible, and complementary partner.
Headquartered in Atlanta, GA with 15 regional offices, Lucas Group is North America's premier executive search firm. Since 1970, Lucas Group's culture and methodologies have driven superior results. We utilize a unique combination of sophisticated technology, rigorous research, deep industry knowledge, ongoing associate training, and a broad national reach. We are trusted consultants who deliver real business value for our clients and candidates, and we are home to the finest executive recruiters.
Lucas Group Human Resources Brochure Corporate Addressknemeth16
Lucas Group is an executive recruiting firm that specializes in finding human resources talent. They guarantee clients a consistent point of contact, strategic search plans to deliver results, and premium consultative service with no sales pressure. Lucas Group recruiters undergo extensive training and have experience in various HR areas. They aim to exceed client expectations through long-term relationships and by helping clients succeed.
Headquartered in Atlanta, GA with 15 regional offices, Lucas Group is North America's premier executive search firm. Since 1970, Lucas Group's culture and methodologies have driven superior results. We utilize a unique combination of sophisticated technology, rigorous research, deep industry knowledge, ongoing associate training, and a broad national reach. We are trusted consultants who deliver real business value for our clients and candidates, and we are home to the finest executive recruiters.
We help customer led leaders, CEO's, CCO's, COO's and HR Directors substantially improve the success and retention of their new hires. Saving you time and money. Find out more in this digital brochure. Douglas Jackson Management Consultants for Talent Acquisition
iPRO Staffing is a full-service staffing firm that recruits for various industries including call center, administrative, accounting, HR, IT, sales, retail, healthcare and real estate. They have a team of 40 recruiters nationwide with industry experience to quickly assess client needs and identify qualified candidates. Their mission is to build long-term relationships with clients and deliver innovative staffing solutions that provide value. They differentiate themselves from other staffing agencies by performing an exhaustive search for both active and passive candidates through their growing network of over 25 million profiles not listed on job boards.
This document discusses how to approach recruiting like marketing. It recommends mapping out the talent experience from attraction to retention, understanding talent personas, using stories to engage talent, and building engagement programs across the talent lifecycle. The document provides examples of recruitment marketing tactics such as getting proactive, hiring for company goals, becoming a storyteller, planning for content distribution, and delivering the right content at the right time. The overall message is that adopting a marketing mindset can help transform talent teams into credible business partners.
Neal Lucas Recruitment is an executive search firm in Northern Ireland that specializes in finding senior level, middle management, and technical candidates for their clients. They aim to build long term relationships and identify candidates with the right skills, experience, and qualities to match their clients' ambitions. Their executive search process involves identifying talented individuals through various search methods, engaging with candidates, and selling the organization and opportunity to find the best fit.
Neal Lucas Recruitment is an executive search firm in Northern Ireland that specializes in finding senior level, middle management, and technical candidates for their clients. They aim to build long term relationships and identify candidates with the right skills, experience, and qualities to match their clients' ambitions. Their executive search process involves identifying talented individuals through various search methods, engaging with candidates, and selling the organization and opportunity to find the best fit.
Neal Lucas Recruitment is an executive search firm in Northern Ireland that specializes in finding senior level, middle management, and technical candidates for their clients. They aim to build long term relationships and identify candidates with the right skills, experience, and qualities to match their clients' needs. Their executive search process involves identifying talented individuals through various search methods, engaging with candidates, and selling the organization and opportunity to find the best fit.
Building Your Next Generation Sales TeamPeak Focus
The document discusses how printing executives need to modify how they engage clients and create new sales teams as their industries change. It emphasizes that future sales professionals will need strong interpersonal skills like active listening and asking thoughtful questions to have strategic discussions with clients. The author recommends assessing current and prospective salespeople for these skills through interviews, role plays, and skills tests to transform sales teams for new business models.
The document discusses building an effective next generation sales team for printing executives facing industry upheaval. It emphasizes that salespeople must possess strong interpersonal skills like active listening and asking thoughtful questions to engage clients in meaningful dialogue. The ability to have thoughtful discussions through Socratic questioning can reposition salespeople as strategic partners. Executives should assess candidates and train current staff to develop these competencies, which include traits like empathy, influence, and open-mindedness.
Lucas Group is one of the top executive search firms in North America, with over 40 years of experience placing over 30,000 executives. It has 250 recruiters across 15 US locations and focuses on building long-term partnerships with clients in various industries. The firm prides itself on identifying, assessing, and delivering the best talent to meet clients' specific needs through a customized full-circle search process.
The document discusses how to prepare for a job search. It notes that job seekers need to get organized and reflect carefully on their past accomplishments in order to determine the right next step and position that fits their skills. It recommends building a career profile that summarizes experiences and capabilities in a results-oriented way. The workshop will help attendees learn how to define their career goals, identify target employers, and articulate what value they can provide to help companies succeed.
Four Must-Do Job Search Strategies After Age 50Lucas Group
Candidates closer to retirement face unique challenges when looking for their next professional position. By reframing these challenges as opportunities, candidates over 50 can show managers and HR professionals what they stand to gain from hiring older candidates.
Why Intellectual Curiosity is the Most Important Success PredictorLucas Group
Hiring outside your industry is not the easiest road to take. It works against the grain of many HR departments, and it puts the hiring manager and the new hire under the microscope. At Lucas Group, however, we believe that prior exposure to the markets we serve is helpful–but it’s certainly not everything.
Tips for Writing a Post-Interview Thank You NoteLucas Group
Sending a thank you note after an interview is important to leave a good impression on the employer and stay top of mind during their hiring decision. The note should be short, avoid selling yourself again, and focus on the employer by using "you" more than "I". An example one sentence thank you note is provided that follows these guidelines by thanking them for their time and looking forward to next steps. Sending a concise thank you note after an interview can help you stand out from other candidates.
How to Spot a Bad Boss During an InterviewLucas Group
We all have fears of taking on a new role and having a horrible boss. However, there are several ways to spot a bad boss during an interview to ensure you’re making the right move.
Evaluating Company Reviews During the Job SearchLucas Group
Company review sites are great for providing reference points for a potential employer, but they should not be used as the final deciding factor on whether or not to take a job.
Depending on your career of choice and the industry in which you work, a more generalized Executive MBA can be beneficial to help you advance professionally.
Four rules for sounding professional in your e mailsLucas Group
We all know how to write an e-mail, but it’s important to pay attention to the details and spend time thinking through what you want the e-mail to say in order to come across as professional and eloquent with your words.
Stuck in the Middle: Gen X in the WorkplaceLucas Group
Gen X, those born between 1965-1979, are an overlooked generation in the workforce who are now being relied on to fill roles vacated by retiring Baby Boomers. As the "sandwich generation" caring for both children and aging parents, Gen X feels overworked and disengaged. However, investing in Gen X can boost business productivity and reduce employee turnover. The article recommends employers offer flexible work arrangements, professional development, clear communication, and address potential generational divides to reengage Gen X workers.
Why Recruiting Workers Over 50 is Smart BusinessLucas Group
This document discusses myths and facts regarding recruiting and hiring workers over 50. It argues that while recruiting millennials is important, equally important is having a robust strategy for older candidates. Contrary to myths, many baby boomers do not plan to retire right away and are open to flexible work arrangements. Additionally, older workers are comfortable with new technologies and able to provide valuable experience, strategic insight, and steady leadership compared to younger employees. The document concludes that organizations should not overlook the benefits of hiring workers over 50, as their experience and commitment can boost business.
Legal Recruiters Can Help You Land Top Legal JobsLucas Group
This document discusses the benefits of working with a legal recruiter to find a new job. It states that recruiters can provide insider information about companies and positions, act as an advocate, and maintain confidentiality during the job search process. Additionally, recruiters do the work of browsing listings and sending resumes so job seekers can focus on their current roles. Working with a recruiter can help legal professionals navigate the job search and advance their careers.
Three Reasons to Use a Recruiter to Help Find Top Legal Talent for Your CompanyLucas Group
While executive recruiters are beneficial in every industry, they are especially critical in sourcing and hiring top legal talent for three primary reasons.
Q2 2015 SMB Job Generation Outlook InfographicLucas Group
The Lucas Group SMB Job Generation Outlook began in 2013 as the only national report defining the economic and employment landscape for small to mid-sized businesses.
Q3 2013 SMB Job Generation Outlook ReportLucas Group
The Lucas Group SMB Job Generation Outlook began in 2013 as the only national report defining the economic and employment landscape for small to mid-sized businesses.
Q4 2013 SMB Job Generation Outlook ReportLucas Group
The Lucas Group SMB Job Generation Outlook began in 2013 as the only national report defining the economic and employment landscape for small to mid-sized businesses.
Q1 2014 SMB Job Generation Outlook ReportLucas Group
The Lucas Group SMB Job Generation Outlook began in 2013 as the only national report defining the economic and employment landscape for small to mid-sized businesses.
Q2 2014 SMB Job Generation Outlook ReportLucas Group
The Lucas Group SMB Job Generation Outlook began in 2013 as the only national report defining the economic and employment landscape for small to mid-sized businesses.
Q4 2014 SMB Job Generation Outlook ReportLucas Group
The Lucas Group SMB Job Generation Outlook began in 2013 as the only national report defining the economic and employment landscape for small to mid-sized businesses.
Q3 2014 SMB Job Generation Outlook ReportLucas Group
The Lucas Group SMB Job Generation Outlook began in 2013 as the only national report defining the economic and employment landscape for small to mid-sized businesses.
The Lucas Group SMB Job Generation Outlook began in 2013 as the only national report defining the economic and employment landscape for small to mid-sized businesses.
2. You need the best sales and Your company’s future is too We know how to find the sales
marketing professionals working important to trust to anyone but and marketing talent you need
for you. Lucas Group. for success.
Where are you going to find them? You want the best. You want it quickly. Of the thousands of candidates we
Classified ads? Job boards? The cousin of And you want your next hire to drive placed recently, 91% were currently
a colleague who used to work in the business success. You don’t just need employed. We can find the candidates
industry? You need more than resumes. access to candidates. You need you need and work with you to
You need talent. talented, highly-qualified, game- convince them to make an
changing employees. employment switch.
A Different Approach to Sales and Marketing Recruiting
How do we accomplish what others can’t?
First, we listen. Then we get to know you.
One of our long-term clients is a $4 billion
Through deep and objective research into your organization, we get to know conglomerate. Recently they were looking for a
you better than anyone. To serve as your premier sales and marketing
recruiting partner, we want to know more than simply what the job entails. VP of Marketing for a division that does quality
We do our own exhaustive research and work closely with you to assurance and safety work in the electrical and
understand your strategic objectives, your reputation and areas of expertise, commercial industries.
and how a premier recruiting firm can help you solve current problems and They ideally wanted someone with both an
achieve long-term strategic goals. Upon completion of our research and agency background and product marketing
analysis, we begin our search for the best candidate to fill your needs. experience. Two members of our team joined
We work with knowledge, speed, and confidentiality. forces—an expert in agency work and another in
Our sales and marketing recruiters discretely assist top companies to find product marketing—to tackle this retained
and hire transcendent talent. More importantly, we only place people in recruiting challenge.
situations that make the most sense. A wrong fit may yield a fee, but not a The VP of HR for this company had been
long-term relationship. We qualify both our clients and prospective personally working on filling this position for six
candidates to ensure that Lucas Group makes the most sense for you. months, interviewing 60 people in the process to
We’re in this for the long haul, and we’ll work diligently to become a no avail. One of the obstacles was that they
seamless, accessible, and complementary partner to your company – were unwilling to pay relocation costs to the
helping you achieve increasingly aggressive business goals.
Chicago area, believing that they should be able
Our long-term approach separates us from the competition. to find a candidate within the region.
We understand our clients and the candidates, and we appreciate that Within five weeks, Lucas Group Marketing
hiring decisions impact people, companies, families, and careers. Everything recruiters identified three candidates who
we do reflects our deep understanding of the executive recruiting process precisely fit the client’s requirements and
and the critical importance of each placement for both our clients and the successfully placed one of them.
candidates they seek. We are interested in more than one placement. We
are interested in becoming your seamless executive recruiting partner. What the company had been unable
Because of that philosophy, we treat our clients and our candidates with
professional courtesy and discretion at every point in our relationship. to do in six months and through 60
people, we efficiently and effectively
managed in five weeks.
3. Local Knowledge and National Reach
Lucas Group sales and marketing recruiters understand the intricacies
of local hiring markets and the significance of national and global trends.
That’s a powerful combination in today’s competitive marketplace.
Consider the experience of one of our clients, an integrated marketing firm located in Las Vegas. They were looking for someone with
extensive integrated marketing and e-commerce experience who could work in Las Vegas as their new VP for Product Marketing. For
six months, their VP of Human Resources and her team had perused the job boards, received resumes, and had interviewed prospects.
But they’d yet to find the right fit. Recognizing their need for a recruitment partner, they turned to Lucas Group.
The Lucas Group sales and marketing team already enjoyed a solid relationship with the company, so the client decided to try our sales
and marketing recruiters to help them achieve their goals.
The first thing we did was to listen, asking questions about challenges they’d encountered, corporate strategy, future aspirations, and
personality fit. Once we more clearly focused the job description, we began our search.
We tapped our candidate database, networked with our contacts, and talked to experts in the field. Within 12 days, we were able to
present two candidates for interviews and within five weeks of the beginning of our assignment, this company had their new VP for
Product Marketing.
Their new hire was not in the market for a new job. His LinkedIn profile was out-of-date and would never have indicated that he was
a perfect fit. But our research went well beyond the job boards to place a senior executive who was already living in Las Vegas. In
less than one quarter, he has generated $1.2 million in incremental sales.
Isn’t that the type of sole-source recruiting assistance your company needs?
Better People;
Better Sales and Marketing Results
The Lucas Group culture and It’s not easy to become a Lucas Group recruiter.
methodologies drive superior But once hired, our recruiters receive the finest, most
business results for our clients. systematic training in the industry.
It begins with a month-long corporate training program at our North
Why? Because we hire the best recruiters in the American headquarters in Atlanta and in their home offices.
industry; we continuously train and educate them
to stay at the top of their game; we employ We then match new recruiters with an experienced veteran who mentors
sophisticated and effective technology to enhance them in the nuances of success.
their skills; and we have a business philosophy that
puts our clients above everything else. We continue their training through in-house and on-line training programs
throughout their first year in the industry and systematically throughout the
entirety of their career at Lucas Group.
All Lucas Group sales and marketing recruiters
have either extensive recruiting or sales and We take a highly structured approach and focus our training on forging
marketing industry experience. They are people outstanding recruiting teams.
with intellectual horsepower and the nimbleness
to anticipate and react to dynamic situations. At Lucas Group, we’re not simply a collection of independent contractors,
They are true multi-taskers, capable of navigating but an integrated recruiting team that can maximize your efforts in sales
the vagaries of the hiring process, in a fast and and marketing… or any other major industry.
effective fashion.
4. We augment outstanding human capital with outstanding technology.
Lucas Group utilizes a highly-sophisticated candidate database. That database catalogues names, detailed
notes, updated contact information, and a complete history of interaction with people who are not active in
the job market but are receptive to entertaining the right offer.
You won’t find these people through many of our competitors, and you definitely will not ever see them on a job board. But we know
who they are; where they are; and what it would take to interest them to take the next step in their career.
Additionally, we have a highly visible presence in the world of social media; including LinkedIn, Facebook, Twitter, and other business
sites where professionals connect.
Finally, we have a different perspective than many on how to be successful in the sales and marketing marketplace and in executive
recruiting as a whole.
By helping our clients succeed, our success will take care of itself.
As a corollary, we believe in treating our clients the way we like to be treated. For a recent training event, Lucas Group invited a senior
executive from one of the world’s leading luxury hospitality companies to share his knowledge on how to anticipate and surpass client
expectations. Our focus on long-term client satisfaction is sincere and ongoing, and it separates Lucas Group from the field.
Long-term Sales and Marketing Relationships
For each interaction you have with us,
Like you, we’re in business to make money. we guarantee that:
We make no apologies, and we don’t try and hide You will have a consistent and personal point of
that imperative behind meaningless platitudes. contact throughout the entire process. We don’t
fly a team in for the presentation and then turn
Over the course of our 40-years history, we’ve learned that the process over to people in the back office to
you can make more money if you help your clients do the manage the search. The recruiter you meet at
same. It’s not a zero sum situation. the beginning of your Lucas Group relationship
will be the person who works with you through
We believe strongly in taking a very patient, consultative, and long-term the entire recruiting and hiring process.
approach to our clients—an approach that yields ongoing success and long-
standing relationships. Sometimes that means telling clients what they We will ask good questions and listen better than
don’t want to hear. Sometimes that means admitting that we may not be any other executive recruiter.
the best fit for their needs. Sometimes that means that we forgo a
You will receive premium consultative service
professional commission because it’s not in our client’s best interest.
and no sales pressure.
But we’re in this for the long run. We value enduring client relationships
We will use the depth and breadth of Lucas
forged by long-tenured recruiters. Our sincere and professional approach
Group specialization to find transcendent talent
makes Lucas Group unique in an industry that doesn’t always enjoy a
in any industry. Looking for a Chief Marketing
stellar reputation.
Officer in San Diego? We can do that. Need a
Senior VP for Accounting and Finance in
At Lucas Group, we are redefining the executive Baltimore? We can do that too. If you have
multiple hiring needs, Lucas Group can be your
recruiting experience through the use of market data, sole-source executive recruiting partner.
analytics, and consistent and candid communication.
We have experience, breadth, and in-house research capabilities,
all focused on finding the perfect candidate for your company or firm.