Executive Staffing Solutions’ Post

HR Leaders, Here's the BRUTAL TRUTH About Your Title 🚨 HR folks of every shape and size…Here's the BRUTAL TRUTH about your title. It matters. Big time! And here's WHY... 👉 It tells you if your company is fully invested in you. For example… If you're in an HR Director's job but you're called a Senior HR Manager, here's what this likely means: 👉 1️⃣ It signals that they are not all-in on your value. 👉 2️⃣ You're almost certainly being underpaid. 👉 3️⃣ If they have to replace you externally, there is a 100% chance they'll pay your replacement more, and a 99% chance they'll give them the Director title. 👉 4️⃣ If you're in the job market (all other factors equal), a Director title will likely earn you higher offers than a Sr. Manager title will. THE POINT: Don't let anyone tell you that HR job titles don't matter. Titles not only determine your role but your influence in your organization. 👉 So, in your negotiations, whether it's for a new job or an internal promotion, take the extra time to negotiate the BEST TITLE you can get. Yes, the discussion may be awkward, but the benefits will endure. Know your value. Demand your worth. Your title isn't just a label; it's a testament to your impact and influence. If you've had an experience where your title impacted your career, share it in the comments! Let's discuss how we can collectively elevate the importance of proper titles in HR. And if you're negotiating your title right now, drop me a message – I'd love to offer some advice! Just my take. What's yours? #HRLeaders #CareerGrowth #KnowYourWorth #HRTitlesMatter #Leadership #CareerAdvice

How much does it cost your organization to have an open leadership position? Probably more than you realize. Here's how to calculate the cost: *Take the annual salary and divide it by the number of working days per year (260). *Multiply that number by the average number of days it takes to fill an open leadership position (typically 75-120 days, sometimes much longer). Example: -Annual salary for key leadership role: $150,000 -Salary divided by 260: $577 -$577 multiplied by 90 days position is open = $51,930 NOW... compare this to the approximate fee you would pay an experienced recruiting firm to fill this role, and likely much faster. Average fee is 25% of annual salary, which comes to $37,500. All calculated, that's a savings of approximately $15,000 per opening PLUS you're getting new leaders into the organization more quickly, which is saving additional money. IF you're seeking a firm to partner with for key leadership roles in case management, utilization management, social work, clinical quality and/or CDI - please contact us and let us support your efforts AND save you money at the same time! #leadershipopenings #recruitment #casemanagement #caremanagement #openjobs #globalcaremanagement

🔍 Looking to fill pivotal executive roles with top-tier talent? Our Executive Search service delivers exceptional results tailored to your organization's needs. Swipe through to learn why our executive solutions stand out and how we can optimize your leadership team for success! #ExecutiveRecruitment #ProhreachExcellence 🚀 #hr #hiring #job #hrservices #hrconsultant

Unsure where to start with your hiring journey for Heads of HR? Senior HR roles require more than just HR knowledge; they need proven leadership capabilities. Look for candidates who have successfully led diverse teams, navigated complex organisational changes, and fostered a culture of innovation and performance. 🔗 If you’re ready to find your next senior HR leader who can drive your business forward, Connect with Shelley at shelley@fidarsi.co.uk to start your strategic hiring journey today. #StrategicHiring #SeniorHRRoles #FinanceSector #Leadership

Unlock your full leadership potential. Delegate the details to a skilled executive assistant and reclaim your time to focus on what truly matters. Hire an Executive Assistant! #HireAnEA #EAforHire #ExecutiveAssistant #VirtualAssistant #AdminSupport #StreamlineYourBusiness #OptimizeEfficiency #BoostProductivity #EfficientExecutives #ExecutiveSupport

Check out the latest article from HR magazine written by Gavin Wingfield highlighting the benefits of onboarding #InterimLeaders to drive #Transformation within a struggling organisation.

I rarely share posts that come from the negative point of view. This one was too good to hold back. I share it though not for you to assess your manager or validate your annoyances with them, but rather for you to search within your mind and your habits and your heart and treat people (applicable TO ALL areas of life) a bit better today and then a bit better tomorrow and so on and so forth. People First. Mission Always. #People #Hiring #Recruiting #Management #ToxicLeadership #BadManager #GoldenRule #PeopleOperations #HR

I was recently being a sounding board to a senior business head. He was very keen in exploring an opportunity with a big conglomerate. He had been through the following over the course of 2 months: 1st Round: HR Head - round cleared, was informed he'd be meeting a couple of other business heads and undergo an assessment. 2nd Round: Business Head - round cleared 3rd Round: Assessment - round cleared 4th Round: Business Head - round cleared 5th Round: Business Head - round cleared - was informed last round now with the CEO. After waiting for almost a month after the 5th round - he got an email from the HR team that his profile is on hold, even though everybody has liked his profile and wishing him best for his job search and if anything comes up they'd reach out. (I actually saw this email). This left me dumbfound, if all business heads have cleared him, then why put him on hold? Why couldn't the rejection email be more objective and list down reasons why he wasn't selected? What happened post the 5th round - did they scrap the position? did they find someone else? He exactly asked me the above questions, running in my mind. I couldn't offer any specific explanation - but could offer only some assumptions and then some motivation to move ahead and probably the fact that something better is out there waiting for him. However, I myself at almost 2 decades of experience, do not have answer to this question - Do you have it? Please comment below. #hr #hiring #leader #leaders #hrleaders #hrleader #leadership #linkedin

Great ideas on how to spot "bad" leaders. An additional one I would add is micro-managers. It is important to understand why people leave leaders - and to make changes. I once worked for a company that kept a leader for many years even though all the employees who worked for that manager quit. The cost of hiring and training was so high. Providing the leader with training or moving them to a position that did not manage people would have been so helpful.