Today’s guest blogger is Jim Lyons, JD, CPC of LHI Executive Search in the New York City area. LHI is an investigative executive search & research outsourcing firm covering the information technology, capital markets, private equity/venture capital, digital & social media, mobile, cloud, big data, and legal business sectors. Jim has been an NPAworldwide member since 2012 and is currently serving as the secretary/treasurer of the Board of Directors. Below are some talent acquisition questions to help your clients determine whether an opening is likely to be filled.
On a recent project with an NPAworldwide partner, I got an idea for a new client development tool. I’ve developed an assessment, along with case studies, that helps hiring managers think critically about the jobs they need to fill. Specifically, The 4A’s of Talent Acquisition is a simple assessment tool focused on the one question hiring managers must consider when bringing a job to market: How long will it likely take to fill this job? Read the rest of this entry »
On a phone call today with a recruitment firm owner who, like many, is trying to take the time to re-brand or enhance their firm during the pandemic, she asked for some advice. She decided to open her own agency about a year back but due to her past experience, found herself mainly recruiting lower level roles that were a lot of work without as big of a reward. When I explained that NPAworldwide is an executive level network, she wanted to know how recruiters like herself can elevate themselves to the world of executive search from where they are at. This is quite similar to a question I often get asked by firms who do not meet the minimum time in the industry to also qualify for our network. Everyone is looking for a quick answer to make more money and get paid larger fees. While I do not have a magic wand, there are some commonalities I have noticed over the years that could help your current situation of wanting to elevate your recruitment firm.