Are you looking to speed up the hiring process? One way to do so is to discuss the elements of total compensation, including base, incentives and benefits, early and often.
When making a new hire, it’s important to let the candidate ask you questions early on. This speeds up time to hire and will help you find the candidate that’s the best match for the role.
When making a new hire, it’s natural to breathe a sigh of relief when a great candidate has been identified. But things are always changing, especially in business, so you can’t let off the gas once you meet a qualified candidate. Instead, maintain your speed throughout the process, which will speed up the time to hire.
In the hiring process, you want to confidently and quickly determine if a candidate isn’t going to be hired. Asking the right questions early on can help speed up the process.
There are many parallels between sports discipline and exceptional career performance. The mindsets are often similar, and sports advice is often extremely relevant to the workplace.
Compensation surveys are often used as a tactic to attract top talent. However, they are not always the most effective way to get an A-Player on your team.
Seeking feedback is a great way to set yourself apart in the workforce. You can even take it one step further and, while discussing performance, collaborate with your boss to set process goals. Evaluating both your personal performance and the processes that are in place can help both you and your team better achieve your goals.
Searching for the right candidate can be time consuming, expensive and frustrating. It is an overwhelming job, and internal recruiting teams often have too much on their plates to devote time to each vacancy. Hiring a consultant on an hourly basis is the best solution to overcoming these challenges.
Don’t be caught off guard when your top player is poached by another company. It’s easy to forget the needs of a high performer, which is why they sometimes leave. Luckily, there are steps you can take to ensure your A-Player stays on your team.
Replacing employees is never easy. However, being transparent with your employees, instead of turning to abrupt departures, can improve the process for everyone involved. Transparent departures have many benefits, including improved relationships and smoother transitions.
Women and men are choosing to move less, even for promotions. For women, even more specifically, the jobs they have meet their definitions of very good or good enough. It balances many personal factors. No need to go to an "exceptional" definition for the job when other aspects of life have risk of not balancing.
From a WSJ today about decreasing employee mobility:
"Ms. Murray opted to keep her vice president position at technology distributor Tech Data Corp. in Clearwater, Fla. Though she earns more than $300,000 a year, she said her refusal to entertain offers in other cities has held back her career.
'Making another $100,000, $200,000, whatever it is, that’s not what motivates me,' said Ms. Murray, who shares custody of her two children with her nearby ex-husband. 'Kids need their parents.' "
There's no implication here that her current job doesn't pay her fairly. It's simply the deeper understanding of why more women LEGITIMATELY aren't in higher ranks which over their careers earns them less. The value of their family lives has of course not been counted in here.
In the San Francisco Bay Area, the employee market is so strong that women (and men, but less often) will say no to a clear promotion if their commute time is half hour and would increase to an hour.
Let's stop demonizing companies by pointing out stats about women who aren't in the top ranks without a balanced understanding of why this is. Celebrate that women were asked. It's their choice to say no. Studies about the lack of women at the top fail to consider how many women were asked who said no. A number of women say they just need a few years until the kids are older or in college or a different stage. An increasing number of men say this too, but not nearly with the same frequency.
Some might argue that companies don't do enough to accommodate families and women in particular. I'm not seeing that in my search practice at all. We do all we can to help hiring executives get creative and they are open to what's reasonable that still achieves the accomplishments necessary for success in the role.
Full WSJ article here.
The new law has created a significant practical problem. Thought about it. Talked to others including labor attorneys.
Comparison Is The Killer of Joy, or Is It?
Good advice for CFOs in gaining control of their time from a Q&A with Deloitte's Ajit Kambil (Nov 21 Wall Street Journal).
The stress is so high for a person labeled as a high performer, that the hi-po has, well, a high potential for burn out. The feeling of shouldering the complete burden...
Remember in school when Five F's would be your demise? Here are Five F's that separate successful search processes and high acceptance of offers from those that drag on and where offers are rejected.
“Slow” shouldn’t be thought of as a time frame. I would even say that one of the biggest mistakes that hiring managers make is to go too slow, on steps they control.
How are you coaching your very best?
Did you actually push them enough? If you are the confident, secure-in-yourself leader you think you are, don’t be afraid that the hi-po might be capable of doing things better than you could.
Are they more resilient than you thought?
How will you balance that hi-po’s (downside) potential to burn themselves out......
Colosi Associates deeper dive into the Equal Pay Act. A couple of items are clear, but many questions are raised. How might a small company even begin to tackle it?
California has always prohibited employers from paying employees less than other employees of the opposite sex for equal work. Of course this applies to employers of any size, compared to some laws that depend on the number of employees.