Executive Alliance’s Post

In our latest video, Emma Burnaby-Atkins interviews Tom McNally about the obstacles our clients are facing. Our deep understanding of the real estate environment means we can alleviate the challenges around recruiting senior talent. #Property #RealEstate #ExecutiveSearch #RealEstateRecruitment #recruitment #TalentAcquisition #RecruitmentStrategy #SeniorHire

The best part of being a recruiter is helping people land the jobs they want.

The traditional method for filling a healthcare executive role follows this process: 1. The role opens and is posted to a handful of industry-specific job boards, often at great expense to the hiring organization 2. Applications flow, or alternatively, trickle in 3. The applications are sorted 4. Interviews take place, the pool is narrowed down, and eventually an offer is extended Discover the common problems we've seen with this method on our blog. https://bit.ly/3SAs5OD

📣 "I got an interview within ONE WEEK" Discover why thousands of job seekers and hiring managers are blown away by our Recruitment Manager Claire 🙌 ✅ Unmatched professionalism ✅ Tailored support ✅ Genuine interest in your success ✅ Transparent and dedicated We’re the recruitment experts you’ve heard about. Reach out today to land your dream industry role or find Real Estate’s best talent! #recruitandconsult #realestate #jobseeker #hiringmanager

Check out some candidate tips from our very own, Raphaël Sainderichin!

Yesterday, Pillar hosted our July webinar with Katrina Kibben. Katrina guided us through some of their tips for aligning TA & Hiring Managers. There were so many valuable takeaways shared in an hour, but I wanted to post a few of the things that stuck with me: ✔ Solidifying recruiter & Hiring Manager alignment really all starts with holding an intake meeting. In fact, Kat believes that skipping the intake meeting is one of the top reasons time to fill keeps rising in organizations. ✔ Asking the right questions within an intake meeting is key. One of Kat’s favorite questions is -  You wake up, put on your pants, now what? Walk me through a day in the life of the role. ✔ Kat feels strongly that Hiring Managers shouldn’t write job descriptions. Recruiters must be job post writing experts and they must own job descriptions because they’re the primary artifacts of your recruiting function.  You can take a look at the full recording and our recap blog at the link in the comments if you’re interested.

Here’s what a recent Top Workplaces Research Lab study about recruiting and hiring recently uncovered. We’re seeing that the easiest way to combat some of these issues is to: 🔔 Have an expert partner in your corner guiding you through the top trends and developments in recruiting and reducing the time it takes to fill open positions 🔔 Have a clear, effective, and thoughtful interview process that includes training for your hiring managers on how to best tell the story of you and your organization 🔔 Share the story of your company’s culture and values from the initial screening through onboarding 🔔 Develop carefully crafted job descriptions that will bring your position to the top of the job boards If you’re looking for a partner to help you find candidates for 1 opening or for 500 we have the team you need. We customize each proposal according to your specific needs and have a variety of options for all pricing considerations. Email us at hello@m3placement.com to learn more or visit us at www.m3placement.com.

800 applicants, 1 job. With tons of well qualified people applying to roles, how do you find the best fit? Here are three things we did at Warp: 1. Spend time on the job listing and add questions that you think are relevant for the job. You want to make sure people answer any questions that are specific to the company 2. Spend a lot of time reviewing applications: All applicants have chosen to evaluate joining you, and you must extend the same courtesy to them 3. Schedule meetings back to back: This way, you can compare candidates right away and have a good idea on who might be a fit and who might not. Jason says you need to talk to 30 candidates to find one hire, and anecdotally from our process, that seems true. Here's a Sankey diagram on how many people applied, how many candidates we talked to, and how we filtered applicants at each step of the process:

How can you help young talent consider a long-term career with your organization? What will keep them there? In today's installment of Attracting & Retaining Young Talent, Jakob Zwank shares why "getting personal" can help drive deeper connections to the team and company they work for. Want to see our full interview? Check it out here: https://lnkd.in/g8bbq6fi

When your organization is working to fill a mission-critical role, the hiring process is your chance to leave a lasting impression on both your winning candidates and your runners-up. Keep your candidates in-the-know: Every candidate wants to know the details about your hiring process so they can plan and manage their own expectations accordingly. Plan the hiring process accordingly: When interviews are efficient and candidates know when to expect follow ups, they see that you are being respectful of their time and that you’re invested in their candidacy. Scheduling time for feedback, both for the candidate and for your organization, is also important for candidate experience. Candidate experience can make or break an organization. At Charles Aris, we’ve successfully placed people into organizations years after initially connecting because they left with a lasting impression of the hiring process. Read the full article here: https://hubs.la/Q02tYrxs0...