The Gallagher Search Group, Inc.’s Post

Stuck in your career? This might help… Have you ever considered seeking out a mentor? Mentors are invaluable assets in both personal and professional growth. They offer personalized guidance, helping you navigate challenges and make informed decisions. Mentors can speed up your learning. They can share insights and open doors through their networks. They also boost your confidence. They provide support and perspective when you need it most. Mentors provide more than career advice. They offer emotional support. It helps you stay focused on your long-term goals. Investing in a mentor can be a game-changer. It can unlock your potential and lead to lasting success.

It's good to be home! I was fortunate to be invited to the first of what looks like will be a very interesting business networking platform at my Alma Mater Central Catholic HS. This school has always had a special place for my family and I. My kids are 4th generation Central kids! The group's mission: To engage a community to celebrate our Catholicity in business which mirrors the mission of Allentown Central Catholic to graduate students who are always faithful to living a life that is committed to faith, equitable justice, integrity, and responsible citizenship. Former NFL/PSU great Mike Guman (parent of 5 CCHS alums) gave a terrific speech looking back at his playing days and lessons learned from them as well as looking at the present and future where Central Catholic plays such a major role in the development of leaders and quality citizens. Moving forward, these will be open to alumni, community members, business persons who share similar beliefs and want to contribute to the betterment of our community. Much thanks to Dennis Csensits for the invite! It was an impressive gathering/event for it being the first of its kind at CCHS. It exceeded attendance expectations with truly a QUALITY group of attendees. Looking forward to the Spring event!

My company is offering me more money to stay… Accepting a counteroffer can seem tempting, but it often comes with significant downsides. A higher salary or better benefits may seem like a win. But, the issues that made you consider leaving are unlikely to change. These include a lack of growth, job dissatisfaction, and a poor fit with the company culture. Moreover, accepting a counteroffer can impact your trust and credibility within the organization. Employers may doubt your loyalty. You could miss future opportunities. Stats show that many who accept counteroffers leave within a year. Before accepting, consider whether it’s a short-term fix to a long-term problem.

We have our own in-house recruiters! Awesome! Why are you still taking my call? Third-party recruiters offer unique advantages that go beyond the capabilities of internal talent acquisition (TA) teams. We have an external view. It lets us access broader talent pools, including passive candidates not seeking new jobs. Our industry or role expertise helps them find niche talent faster. Also, third-party recruiters can quickly scale up to meet urgent hiring needs. We provide flexibility during peak periods or for hard-to-fill roles. We enhance your recruiting strategy by complementing your internal TA team.   We offer agility, market insights, and access to a diverse range of candidates that might be overlooked. What’s most important? Isn’t it that you get the highest level talent as quickly as possible? To do that, EVERYTHING must be on the table. This includes going outside your own talented teams for help. It shouldn’t be either or Each hire should be whatever it takes to get the best! Let us collaborate with your internal team and improve your time to fill and talent pool!

What’s most important when hiring? When hiring, employers should seek candidates who bring both skills and character to the table. Look beyond resumes and skills. Focus on those who are adaptable, have a growth mindset, and a strong work ethic. Cultural fit is crucial. Seek individuals who share your company's values and are passionate about their work. Collaboration, problem-solving, and emotional intelligence are key. They predict who will thrive and help your team succeed. Ultimately, the right hire is someone who not only meets the job requirements but also elevates your workplace culture!

Where is your next great hire coming from? It’s a question every hiring manager asks regularly Candidates arrive from a variety of sources: -Direct applicants -Internal HR/TA generated candidates -3rd party recruiters -Internal referrals These are all great sources for quality candidates; each effective in their own way But the one thing many hiring managers is missing out on is senior talent I’m not talking about senior level employees More senior aged employees (but since we can’t talk/ask age let’s call it the VERY experienced!) Employers undervalue this group in the job market. Everyone wants to hire a budding superstar for their second and career-ending role. They don't want to train anyone for their first role. This illusion of hiring youth so that they can spend their career at your company is ideal but myopic. People of all ages are seeing shorter durations and stints with their employers. If you're considering hiring a candidate with under 10 years left in their career (or as little as 5), JUMP at that person as soon as you qualify them! Why? Loyalty-these folks want one more great run to run out their career. They’re not looking to keep bouncing around. Treat them well and they’ll be with you for 3, 5, 10 years. And trust me, if you can hire a great employee and ONLY get 3 great years out of them, do it today!

🎉 Guess who's feeling special? We are! This past year at The Gallagher Search Group, Inc. has been an exhilarating ride of change and growth. We've been on top of our game, embracing shiny new software, fresh marketing ideas, and most importantly, welcoming amazing new clients who truly get the power of partnership. ✨ Drumroll, please! ✨ We're absolutely thrilled to announce that we've been crowned winners in the Reader Rankings categories for Consulting Group and Employment/Staffing Agency! 🏆🥇 A massive thank you to everyone who voted for us, and to all our clients who trust us as an extension of their teams. We’re pumped to keep partnering with more organizations, far and wide. We're even working with a fantastic company from Australia that's making waves here in the States. How awesome is that? Here's to more growth, more innovation, and more exciting partnerships!

Why Car Dealerships are Struggling to Remain Profitable Right Now?? Car dealerships are currently facing several significant challenges that are impacting their profitability: Supply Chain Disruptions: A parts shortage has cut vehicle production. This has led to fewer cars for sale. Rising Costs: Inflation and high energy prices have raised dealership expenses, squeezing profits. Shift to Electric Vehicles (EVs): We need to invest in new infrastructure and training for the shift to EVs. This adds financial strain on dealerships. Changing Consumer Behavior: More consumers are buying cars online, bypassing traditional dealerships. This trend forces dealerships to invest heavily in digital capabilities. Increased Competition: Online retailers like Carvana and Vroom offer easy car buying. This intensifies competition and pressures dealerships to improve their services and prices. Economic Uncertainty: Higher interest rates are reducing consumers' purchasing power. This is leading to lower car sales. To stay profitable, dealerships must adapt online, diversify revenue, invest in EV infrastructure, and excel in customer service. These strategies can help them face today's challenges and build a better future.