by Veronica Blatt
Today’s guest blogger is Bill Benson with WilliamCharles Search Group located in Grand Rapids, MI. WilliamCharles is an executive search and professional recruiting firm specialized in finding managerial and executive talent in finance, HR, operations, sales/marketing as well as president/CEO roles. They have a concentration of clients in Michigan but they also work across the US. Bill is a past chairman of the NPAworldwide Board of Directors. Bill offers some workplace questions to consider below.
I walked into my office this morning and walked through our nicely appointed lobby noticing the most recent version of Harvard Business Review neatly organized on top of a fanned arrangement of other magazines. It struck me…am I in full denial? Continuing to invest in front office reception space and interview rooms is not serving the present or future needs.
We wonder…will things get back to normal? This is likely the wrong question. The right question might be – How do we operate our businesses so we stay ahead or alongside of where things are going? Important for us all to realize that change is difficult, and denial is a powerful force. Here are 6 workplace questions we should all ask ourselves.
- How do we better manage our real estate expense and optimize our space? I see many changes that need to be made in our recruiting firm office space. We need more screens, faster internet and improved technology tools, not interview rooms and a reception area. Is your space serving your present or future need effectively?
- Are we well suited to manage remote employees? Is your team empowered or directed? Are some managers stuck in a time and attendance mindset? How are we managing accountability and team dynamics in a distributed environment? If not in-person, how do you plan to deliver effective training and onboarding? How do you recognize, reward, and retain in a distributed work environment?
- What staff and organizational changes are needed to optimize remote or hybrid work environments? Do you have the right leaders on the bus to lead this transformation? Does your hierarchical structure work in this environment? Who is leading and facilitating these changes? What additional roles are needed? What roles have become obsolete? How does this change impact the use of contingent employees?
- How do we hire and retain the best employees as demand for good people heats up? As we confront the challenges brought forth by the pandemic, we also need to understand we are facing a war for talent. Competition over the best candidates will reach a fever pitch as the economy heats back up. Sorry…actually, it is already hot. How do you create a workplace that thrives and is able to effectively attract and retain talent? Perhaps up to 25% of the workforce will prefer or strongly prefer to WFH. Does this pose a threat or an opportunity for you?
- What legislative changes and future trends will affect us? If you do business in EMEA you surely know about German privacy laws referred to as GDPR (stringent privacy laws) which impacts anyone doing business and hiring in Germany. Did you know it is illegal to ask someone their salary in multiple states within the US? These changes are coming your way. It is important to understand the changes that will impact how you obtain and manage information. Technology security and privacy will increasingly become critical business issue.
- Do we have the right technology platform to successfully navigate the next phase of our business? Without a building connecting people, the technology platform becomes the place of work. How does your technology measure up? This must be a primary question to answer today.
Staying ahead of the curve will likely be a determining factor in the success of your business, department, or your career! What other workplace questions are you asking in your organization?
by Veronica Blatt
Our guest blogger is Pam Robison of J. Gifford Inc. in Tulsa, Oklahoma. J. Gifford Inc. is a small, quality conscious firm providing highly individualized recruiting services to clients on a local, regional, national and international basis. The firm’s recruiting activities are focused on professional, technical and managerial placement, as well as contractor and international staffing for clients. Pam is a member of the NPAworldwide Board of Directors.
Isn’t it interesting how several people who share the same experience can have such different perspectives from one another? As a professional recruiter, I observe at least three sides to interview perspectives. There’s the employer (company), the candidate, and the recruiter side. I could probably write a book about this, but I’ll keep it short and sweet for now. Read the rest of this entry »
by Veronica Blatt
Today’s guest blogger, Fernando Ortiz-Barbachano, is the President and CEO of Barbachano International (BIP), the Human Capital Solutions leader in Mexico, Latin America, and the USA, offering high-impact executive search, executive coaching, and outplacement. Barbachano International joined NPAworldwide in 2007.
Love him or not, Tom Brady encompasses many traits that have people wondering how he’s managed to score six Super Bowl wins and set a dizzying array of NFL records, including most touchdown passes. While his prowess on the field seems undeniable, his impact on people outside of the sport looking to improve their game in their given fields look to Brady for lessons on leadership and what they can learn from the exceptional quarterback. Brady has endured scandals and setbacks, but he’s tenaciously battled for his victories in and out of the stadium. So, what is it about this spirited QB that has so many CEOs marveling at his leadership success? Read the rest of this entry »
by Liz Carey
For most of last year, many employees were in survival mode, afraid to leave their current employer in fear of not finding work due to the pandemic. But now that vaccinations are underway and things are looking up, employers must be mindful of turnover as employees are more confidently feeling they can make moves.
One in four employees plans to leave their employer after the COVID-19 pandemic subsides, according to a new study from the IBM Institute for Business Value (IBV). Read the rest of this entry »
by Veronica Blatt
Today’s guest blogger is Bill Benson with WilliamCharles Search Group located in Grand Rapids, MI. WilliamCharles is an executive search and professional recruiting firm specialized in finding managerial and executive talent in finance, HR, operations, sales/marketing as well as president/CEO roles. They have a concentration of clients in Michigan but they also work across the US. Bill is the past chairman of the NPAworldwide Board of Directors. Bill discusses a strategic HR function below.
Where is HR in your company?
We often use and hear the euphemism “seat at the table” as a descriptive term to determine whether a human resource function truly participates in steering company strategy. Does your HR function to have a seat at the table? Read the rest of this entry »
by Dave Nerz
Around the world, employees have had nearly 9 months to assess how their employer is responding and reacting to this pandemic. Many employers have realized that human capital is the most precious asset of the organization and are working hard to retain talent. Other employers may be on belt tightening, headcount reduction and reorganizations of varying types. Top performers are watching how organizations react and recruiters are watching top performers.
Without top talent or with the loss of top performers, the potential for recovery may be prolonged and painful. The best of the best are being sought out by other companies via direct hire or with the help of an independent recruiter. Read the rest of this entry »
by Veronica Blatt
‘Tis the season for office holiday parties … or, it *would* be the season if anyone was still going to the office and/or restaurants and party venues weren’t subject to capacity limits. So what can you do to celebrate the end of the year in a fun-yet-socially-distanced manner? Lots of organizations are getting creative!
If your holiday gathering typically celebrates milestones or results that were achieved during the year, you may need to change your focus. Some organizations recognize the need to say “thank you” to their employees who worked in difficult and challenging circumstances. Still others want to express gratitude or support their local communities. Here a few ideas to help you brainstorm the right event for your business. Read the rest of this entry »
by Dave Nerz
Internal communication is about much more than sharing news and corporate updates. It has a significant impact on all aspects of your business. From productivity, recruitment and retention through to collaboration and engaged employees, internal communications is essential to overall business health. And in the current coronavirus pandemic, the need for effective internal communications has really taken center stage. If you are struggling to get started on planning your internal communications strategy, here are five compelling reasons why it’s essential. Read the rest of this entry »
by Veronica Blatt
Today’s guest blogger is Henry Goldbeck, of Goldbeck Recruiting. Goldbeck Recruiting is a recruitment and executive search firm located in Vancouver, BC. As true employment consultants, they bridge industry expertise and headhunting excellence with human resource support throughout the hiring process to improve the success of a new recruit.
Since 1997, they have filled challenging positions in industries and expertise areas like sales, engineering, biotech, accounting & finance, manufacturing & operations and the non profit sector.
Each option has specific advantages and disadvantages. Which is right for your company?
Engaging a hiring process for a company of any size can be stressful. Especially for roles in specialized or highly competitive industries, or, say, pandemic economies, hiring teams and processes can encounter challenges which keep vital roles empty. For these reasons, a company’s hiring strategy is very important to the bottom lines of cost and efficiency; this is why some firms will opt to hire recruiting agencies, and others will rely on in-house recruiters. Read the rest of this entry »
by Sarah Freiburger
Our firm is backed by nearly 1,500 recruiters who are specialists in their industry, who have placed those exact candidate roles time and time again. Our network gives us the edge when learning and understanding your company’s unique requirements and enables us to match the right specialist with your distinctive needs. Our recruiters work many sub–specialties within each specific niche, and place over 50,000 executive level candidates annually. Read the rest of this entry »