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Negativity in the Workplace featured Image

Combat Negativity in the Workplace

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Nowadays, negativity is an increasing problem in the workplace environment. Human Resource is one of the key departments of every organization and is one of the primary solutions to deal with workplace negativity. The duties of an HR must be performing for the benefits of the organization as a whole. HR professionals should inform all employees about the detrimental effects within the organization. Gary S. Topchik states that negativity is an increasing problem in the workplace and often results in loss of confidence.

Workplace conflicts can be one of the greatest causes of employee stress. When a negative workplace is being allowed to persist, it can begin to affect everyone in the company. Managers or HR professionals should at least learn about workplace negativity.

As a leader, preventing negativity by recognizing early warning signs, and the best method of handling it. Negativity is in gossip, attitude, general communication, and even a warp in a business’s outlook. Negativity in the workplace drains energy and diverts attention from productivity and performance. Because of this, leaders need to be proactive in maintaining a culture of possibility. Leaders should communicate with the key perpetrators for them to understand the impacts of their behavior.

It is important to express positive language by sharing success stories and co-worker’s successes. Staying active and engaged will also promote a healthy work environment and allow leaders to lead by example. Negativity is contagious and if a change in attitude is the goal, it starts with being the example, for others to follow. Changing habit isn’t easy. Leading by example includes showing your team how to communicate and interact with others and be the model who they want to see. Honest communication holds a strong and successful relationship with leaders, managers, and employees.

Negative thinking can spread like wildfire across a positive workplace. It’s insidious and difficult to understand and control. But, employers have the opportunity to keep employee negativity from gaining a foothold.

These eight tips will help you cut workplace negativity.

  1. Provide opportunities for people to make decisions about and control and/or influence their own job.
  2. Allow people to express their opinion about workplace policies and procedures. Changes to these can cause serious negative responses. Provide timely, proactive responses to questions and concerns.
  3. Treat people as adults with fairness and consistency.
  4. Treat your employees as if they are trustworthy and worthy of your respect—because they are. Employees have radar machines and they are scoping out their work environment.
  5. Do not create rules for all employees when a few people are violating the norms. You want to reduce the number of rules directing the behavior of adult people at work.
  6. Help people feel included—each person wants to have the same information as everyone else. Provide the context for decisions, and communicate effectively and constantly.
  7. Afford people the opportunity to grow and develop. Make your commitment to employee growth and development by creating mutually developed career path plans for every employee.
  8. Provide appropriate leadership and a strategic framework, including mission, vision, and goals. People make better decisions for your business when you empower them with the information they need to make decisions that tactically align with your general direction.

Combating negativity is not an impossible challenge, you have to go about it in a strategic manner. As an individual, you have the power to make a change. Preventing negativity can start with one single person taking action. Will you be that person? All it takes is having the courage to start and take a stand against negative behaviors and actions.

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6 Ways to Help Your Employees Grow

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There are several candidates in the workplace who has the potential to become future leaders.

You have hired the right people for your company and now as the manager, you have the power and the ability to foster their skills. If you learn to hone these said skills, I can assure you there will be prosperity and growth for the individual, as well as your company.

Different types of managers have diverse ways of augmenting growth in their employees. Here are 6 ways or ideas to help your employees grow:

  1. Give them more responsibility

    – You will have to give more valuable tasks to your employees. Learn to challenge their capabilities and gradually increase their workload. Don’t get the wrong idea of overworking them, there is a big difference. Overworking is actually one of the reasons that make good employees quit. When probable challenges arise, room for growth expands. Take note though that the individual would not grow if you will always let them stay in their comfort zones.

  1. Get them the right mentor

    – Encompass your candidate employees with the right people. Surrounding your employees with the right mentor can play an important factor in their development. As a manager, they will learn a lot of things from you in certain areas. But if you want growth and advancement, it is a good idea to surround the candidate with a mentor that has more expertise in the field needed.

  1. Be a Sounding Board for Them

    – A sounding board means a person who would react and suggest ideas, they test the validity and the potential of a plan. Candidate employees tend to have a lot of ideas in mind. To expand room for growth try listening to what the person has to say and suggest ways that will turn their idea into reality. Collaborations, suggestions and constructive criticisms will help the person expand his mindset.

  1. Bring them into High-Level Discussions

    – Invite your candidate employees to your meetings. The exposure will help the person grow as a whole and show that you have trust in their skills. They would work harder in developing themselves and would not want to let your trust down. Letting your employees engage in high-level discussions would also help you see more perspectives on the problem at hand. Different viewpoints and solutions emerge with the right people on board.

  1. Invest in their Education

    -Investing some money in the education or training of an employee will help the person reach new heights with their skills. Giving them the right budget to buy some books or attend conferences will help them sharpen their capabilities. The investment is quite low compared to the gigantic contribution that will follow.

  1. Expect them to Move On

    – Retaining good employees is a good thing, but there might a come a time when the candidate employee seeks for different challenges beyond the organization. Be supportive of their calling and be happy with their choices. When they become successful business leaders soon, they will always remember all the things you have done for them. they might even collaborate and open up a new opportunity for the success of your business.

There are a variety of ways a manager can influence an employee to grow. Candidates who manage to develop and hone their skills with the right support becomes a key asset for the company. If you can augment the growth of employees, the prosperity of the company will also unfold.

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Interview Guide: How do you ace a job interview?

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A job interview seems to be tiring, even though you have gone through many interviews that you can count. With each job interview, you are meeting new people, selling yourself and your skills. This can be a challenge especially when you’re interviewed for a job you would love to get hired for.

These are the common interview questions asked by interviewers.

  • Tell me about yourself

    Talk about yourself in summary and avoid rambling. Focus on the elements that you want to highlight rather than going through everything.

  • Can you list your strengths?

    Think about three things that you do well and give concrete examples. An exhaustive list of adjective, such as ‘capable’, ‘hard-working’ or ‘diligent’, won’t really portray you well because anyone can make such claims about themselves.

  • What weaknesses do you have?

    Remember that being able to identify a weakness is a strength. Focus on the area of your work that needs to be improved.

  • Why should I consider hiring you?

    Focus on what else you can bring to the job, perhaps with your soft skills set. Appeal to the interviewer’s desire to hire someone with drive.

  • Where do you see yourself five years from now?

    This is your chance to talk about your wider ambition and goals. Bosses want to hire people with determination so don’t be shy about sounding ambitious or hungry for success.

  • Why do you want to work here?

    It is your chance to show that you have researched the company you are applying to work with. Typically things you might say are that the company operates in your chosen sector, that it provides a clearly structured career path and that the organization has a good reputation.

  • What is your salary expectation?

    It will depend on your personality as to how you feel talking about salary expectations.

  • What motivates you?

    Motivation is personal, so there is no wrong answer that you can give.

  • What makes a good team leader?

    Answering this question well is especially important for people who want to learn leaders or to manage a department.

  • Is there anything that you would like to ask me?

    Always have at least one question prepared I advance. This is your chance to drill down into an area of the business that might not have been covered in the interview.

A job interview is the most important step in taking a job search journey. It would be the best chance to show the company and to the hiring manager that you deserve that position. Remember that a job interview is not an exam, rather you need to understand exactly what the company is looking for in a new hire. Ensure that you’re able to discuss your experience and what makes you a great fit for the job. With some advance preparations, you’ll be able to grasp the interview and showcase the experience that makes you the ideal candidate for the company’s next new employee.

Here are some tips to ace up a job interview.

  1. Prepare and Practice

In a job interview, you will never get a second chance to make a great first impression. Being well-prepared increases your chances of landing that dream job.

It is also important to wear the proper attire for an interview, usually, companies have gone to corporate casual. There is one rule that stands above all: Dress professionally. Wear business attire appropriate for the role, to make you feel comfortable. If possible, call to find out about the company’s dress code before the interview.

The most important thing is to read and review the job description. Analyze the job description, it will align your competencies with the skills that the job requires.

  1. Research the Industry and Company

Researching the aspects will be a long-term guide investment to your future employment.

Here are some aspects of the company you should be researching for:

  • Company Financials: Checking the company website. Doing a Google search about the current state of the company.
  • Culture: LinkedIn, Facebook or Google Reviews for comments by former and current employees.
  • Executive Team: Find out who the executives or the company hierarchy through their company websites.

  1. Get ready ahead of time

A failure to a plan is a plan to fail, you need to prepare ahead of time. You shouldn’t do your practicing when you’re “on stage”, rehearse before the interview.

  1. Be on time

Make sure you arrive 15-30 minutes before the interview. Being punctuality is a subtle clue about attitude and behavior. Tardiness, no matter the excuse, is a major blunder. Arriving early to an interview will give you time to prepare and gives you time to calm your nerves. This will allow you to enter the interview as relaxed and comfortable.

  1. Follow-up after interview

After a job interview, it’s important to follow up with the hiring manager. Express your appreciation, a thank you letter, email, or a call is an opportunity to:

  • Highlight your relevant qualifications
  • Show enthusiasm for the role
  • Mention important details that didn’t come up during the interview.

Since part of your task in the interview involves selling yourself as the right person for the job, and convincing the interviewer that you’re going to get along just great with everybody. It’s important to appear confident and cool for the interview. One way to do that is to go on an ample number of interviews so you get comfortable with the process.

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How to Solve Conflicts at Work

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Before we can handle clash and fights between employees, we need to know what conflict is.

Most books and articles almost say the same exact thing, “Conflict is not that bad”. Shifting our sights into the viewpoint of an optimistic person, we will see that conflict is a good thing. Not because of the tension that it builds but how it makes an opportunity for growth and development.

Of course, there is a certain degree of conflict that is healthy in the workplace and when to say it’s already toxic. Let’s not put it to the point that the managers will wonder “Why did our good employees quit?”.

Psychologists would say that conflict is a normal thing. Blaming the so-called Human Nature. With different backgrounds and personalities, conflict is inevitable. The workplace is where you get to meet different kinds and types of people. The workplace becomes the breeding ground for conflict and disagreements.

There are things that can cause conflict in the office and it does have its consequences. Loss of productivity, poor employee health, and the high risk of litigation are the primary effects of an unresolved conflict. Any company would do their best to resolve it as soon as possible to get their company back on track.

There are diverse ways of solving conflicts in the office as an HR:

  1. Set the ground rules by asking both parties to respect and be reasonable to each other.

    Let them try to understand each individual’s viewpoints.

  2. Ask both sides to describe the problem at hand and ask them how can the conflict be disengaged.

    The HR should notice that when this step is happening that employees may use the “you” and “I” statements. They should focus on the behavior problem, not the person itself.

  3. Let each other repeat or restate what the other had said.

    This step will ensure the person will get each other’s point. In a similar way make them feel what it’s like to be in each other’s shoes.

  4. Summarize what is the problem and try to get an agreement from them.

    Now that you have both sides of the story create a summary accommodating the needs of both parties.

  5. Create solutions that will address the problem.

    Analyze each option and make sure there is an understanding between both parties.

  6. Let the parties shake hands, say sorry and let them say thank you before ending the meeting.

    It might be a little cliché for adults to do this kind of thing, but it is important for them to end the meeting by reconnecting themselves.

It is normal to have arguments and misunderstandings in the workplace. We should act as professionals and learn to adapt to different people. We should not make mountains out of molehills. Conflict can change the productivity in the office, so we should learn to avoid or at least mitigate them. Always try to build a good relationship with your executive researchers, fellow employees, managers, and your bosses.

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Do You Have What It Takes to Be an HR?

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The main reason why most people want to be in the HR department is that they would want to help people out.  Helping people out is great but you need to have a clear grasp of what is the real role of HR.

An HR has basically 6 main roles in the office; they are mostly in charge of professional development, maintaining work cultures, hiring resources, training candidates, resolving conflicts and the management of employees.

Being nice does help, but sometimes you will need to be straightforward and decisive. You will need to provide feedback for rejected candidates, you will need to tell people they are fired or maybe you will need to give someone a bad behavior warning. Working in HR is not a ‘walk in the park’.

In the same time, it has its advantages. An HR can change a person’s life and influence so many people around him. As an HR you’ll get to guide people and see the solutions you’ve created unfold and solve problems.

You will also have to do countless things like making sure that the manager has hired the right person as well as make sure that the company’s good employees do not quit.

So Here Are Things to Consider If You Plan to Be in the HR Department.

  • You Always Have to Be Fair

– Let’s be realistic for a minute, An HR’s job is not to make everyone happy but to keep things fair. They ensure that employees have a suitable workplace environment. They try to handle problems and solve conflicts with their sense of justice. You are always supposed to look at things from two perspectives and keep peace in the company.

  • You Need to Build Barriers

– One bad thing to consider is that an HR should build barriers or in short restrict work friendships. The idea is to build a credible reputation in the workplace. Employees should not get the idea that you are being biased in your judgments. Having a good friend in the office may affect proper judgment in a case. So, to be fair you need to reconsider building walls around you.

  • You Can’t Be Naïve

– There’s a reason why when looking for an HR, the most potential candidate for the job is a Psychology Graduate. The point is that an HR should understand people rather than judging through looks. HR’s need to look far and beyond those things. They need to learn when a person is lying and perceive how this person thinks.

If you are planning on becoming a successful HR someday you need to understand that it’s not as easy as it seems. Being an HR is like being the judge, you need to uphold peace and judgment in your respective companies. Having the right skills might mean the augmentation and further growth of the company you are working for.

 

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The 3 Reasons Why Good Employees Quit

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Losing a good employee can disrupt the flow of productivity in the office. There are several types of managers but the state of mind is that bosses can replace employees in a cinch.

You need to do another set of interviews ensuring that you are hiring the right person for your company. Likewise, you can always lean towards an executive firm to find you the right candidate.

With that in mind, you might ask yourself what are the reasons that make good employees bid farewell.

Here are 3 possible reasons why a good employee leaves a company:

  1. They’re Overworked

– Managers may not notice the burden of overworking their good employees. It might be quite tempting to always rely on and give more work to them but you shouldn’t over exceed their workload.

When good employees receive too much work, they might get the wrong idea that great performance would always mean more work. It might be quite vexing but sometimes the wrong idea does come to mind.

A recent Stanford research was also able to find out that the productivity per hour does decline when the workload of the week exceeds 50 hours. After around the 55th hour, it comes to the point that they might not even get work done anymore.

  1. They’re Not Recognized for Their Contributions

– An employee who has made a big contribution to a project should exhibit that they are of value. When harsh efforts go unnoticed, the tendency is that employees would feel unimportant to the agency. Thinking of things like other institutions may actually appreciate my efforts.

Show appreciation to your employees, never underestimate what a pat on a back or a simple thank you can do. Being shown that an employee is important can help them boost their morale and make them feel happy that they were a part of the project.

If the employee is doing a great job, think of things that would make them happy and try awarding them. An outstanding performance needs some kind of recognition. Try giving them a raise that they deserved or even a promotion.

  1. They Can’t Pursue Their Passions

– Some managers want their employees to always be in the safe zone, thinking of things outside the box. They trap creativity and the room for learning and growth diminishes over time.

Most employees want to expand their horizons and do more. They can’t improve and develop themselves if you have a status quo that limits and cages their potential.

Treat your employees with care, give them the attention they need. They will stay and make the company better. Imagine the managers are the ones taking care of the ‘fertile soil’ of the company. The employees are like seeds. If they have the right conditions, they will grow and flourish, as will the company.

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Hiring the Right People for Your Company

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An employee can either be the key to your success or be the reason for your crushing downfall. As the manager of an immense or compact company, you yourself will have to interview lots of potential candidates that will be suited for the job and the person that will be working under you.

The interview process is quite important because here you can investigate, learn, ask questions and meet the person that is applying to your company. The emerging markets and competitions will need you to overcome this challenge in finding the right candidate to be your asset.

With a lot of people with various different backgrounds and attitudes to choose from, it is inevitable or normal to ask yourself “Who should I hire and how will I interview this person?”. Here are some quick tips to help you with your dilemma.

  1. Be Creative

    Throw some curveballs at your interviewee, try not to ask very common interview questions because they will be expecting those queries and already have a strategized answer for that. A creative approach to questioning your respondents will let you know who they actually are rather than hearing them say scripted or rehearsed lines.

  1. Be Challenging

    Put the interviewee or candidate into a position that will make them uncomfortable. The challenge is to see how the person would handle troublesome situations and how the person would think and work under pressure. A person who is in a tough spot usually shows his personality and true colors.

  1. Allow Your Employees to Help

    You and your employees will have to work with this specific candidate in the workplace for some time, teamwork is very essential for harmony and better productivity, so you need to make sure your candidate and employees will get along and have synergy with one another. You don’t have to decide by yourself, get your employee’s insight and opinions to clarify your decisions.

  1. The Right Attitude

    A great addition to your team will always be a person with great skill sets, but most of the time a person with the right attitude already plays a big role in the success of a company.

Look for a person that actually cares, someone, you can say that he is accountable for his actions, and a person who has a strong sense of learning mentality.

Caring in the sense that the candidate will care about what the future holds and what will happen in the company. Accountable in terms of taking responsibility for his actions and a strong sense of learning mentality by the never-ending effort to learn new things and expand his horizons. Try to reflect on what kind of manager you are, and try to find those good aspects of your hiring candidate.

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Look Beyond: How Executive Search Works?

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The Executive Search or the “Headhunting” is the process of recruiting individuals to fill executive positions in organizations. Executive Search firms also help clients draft accurate and enticing job descriptions to draw in a pool of qualified candidates. The Executive Search profession ranges in models from “Retained” search to “Contingency” search and “Delimited” search. Retained search firms are paid a retainer up from the start of the process, another portion of the process and balance when the candidates begin work. While, Contingency search firms, receive their entire fee at the conclusion of the search process. Delimited or Engaged search is similar to retained search with a certain difference, but with the condition that the fee is refundable in case if the firm is not a suitable executive for the post. An Executive is an important part of the firm and it may not always possible for the company to find the best talent in the market, it is advisable to hire a firm that can do the task.

Since Executive Search firms are specialist in what they do and the way they operate is also very consultative; understanding the client’s business need, defining it into hiring requirement, defining the roles specs, vetting seasoned professionals against those specs, managing the offer making process and making the candidate join.

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5 main phases of Executive Search to exceed client expectations by providing the meaning choices of candidates a smooth and thorough process.

Establishment Search Priorities

Analyses the challenges unique to the organization and the role. They determine the skills, knowledge, and abilities on how clients can think about their needs. They develop a customized position and candidate specification, detailing the company, the role, responsibilities, goals and key challenges of the position as well as the experience, qualifications, and competence required for success.

Determine Search Strategy

Conduct targeted research into companies and sectors to find those with relevant skill-set and qualifications, supplementing extensive knowledge of and relationship with board directors and senior executives. Develop a long list of prospects best qualified for the role, with the goal of providing real options for clients. Talking to third-party contacts to identify and qualify prospects, preliminary referencing work for more productive long-list discussion.

Attract and Evaluate Candidates

Approach potential candidates to test their interest in the role. Conduct a rigorous competency-based interview with candidates based on the proven skills, knowledge, abilities and attitudes outlined in the position specification.

Present most Qualified Candidates for Client Interview

Drawing informal external views on each candidate to confirm and enhance knowledge of the candidate’s achievement and track record, provide meaningful insight past performance and reputation.

Complete the Search

After the client has selected its preferred candidate, conduct thorough background checks and references to further assess competencies. They conduct a client satisfaction survey to improve service and refine the approach. Assists in negotiations over compensation and other terms to be able to finalize the search. Once, the client follows up the candidate then the search is closed.

Executive Search firms are specialized recruitment services that find top-level candidates for senior, executive or other highly specialized positions for clients. Headhunters usually use a number of different tactics in their executive search to ensure their clients receive the best executive candidates. The unique method helps to find and attract a wide range of professionals. In addition, recruiters have access to “passive candidates” or individuals who are looking for a new position. These candidates often represent the most qualified talent in their industry. During an executive, the main role is to identify the best passive and active candidates for their clients. Usually, they have a more sophisticated and creative method of identifying and screening virtuoso in any field. Further, an executive searcher can execute a discreet search to find the right match, which can be appropriate in specific solutions that contributes more to an organization in terms of profits and savings compared to the cost to find them. Here are several ways they establish a talent pool.

Personal Networking

Executive recruiters are active relationship builders. By networking themselves, job seekers raise their chances of coming into contact with associates of recruiters by establishing steady and meaningful contact with acquaintances, friends, university alumni and industry influences who might be the perfect candidate for a job opening.

Referrals

Recruiters also become confidantes who can recommend individuals who might be right for job openings and provide first-hand insight about them.

LinkedIn Recruiters

The recruiter’s section of LinkedIn’s Talent Solutions programs has been a major hit with executive recruiters. The design makes it easy for headhunters to search the full profile like make notations, about prospects, send messages, collect responses and store reports.

Other Online Social Platform

Recruiters scour all types of blogs, social media websites, and forums that cater to specific professional niches. They also regularly track trending industry topics on Twitter and Facebook, nothing professionals that provide expertise, unique ideas, and engaging discussion.

Professional Organization

Recruiters frequent the conference circuit, taking note of dynamic speakers and panelist headlining events for membership associations in industries that match their specialized recruiting areas. Job seekers should attend as many professional conferences as they can and assume active roles.

Boolean Search

Recruiters use a few search tricks to find professionals in the right location, with the right certification and endorsement.

The News

The executive recruiters always have their antennae up for professional lauded in industry media sources or watching industry news.

Social Recruiting Apps

Social recruiting sites and applications are made exclusively for recruiting which provides an automated search for recruiters to find and track job candidates across the entire web.

 

References:

  1. https://www.ginkgosearch.com/the-steps-of-the-executive-search-process/
  2. https://www.siliconrepublic.com/careers/unusual-recruitment-better-candidates
  3. https://www.thebalancecareers.com/top-ideas-for-recruiting-great-candidates-1916798
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When To Use An Executive Search Firm?

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An Executive search firm is something that affects every business and every level of management. The ability to recruit great talent is key to the ultimate success or failure of a business. Companies will use executive search firms so that they do not have to sort through possibly hundreds of applications for a job. These days, there are more people applying for the same position and companies do not have the time to sift through that many applications. They will, therefore, hire a recruitment agency to take care of this part of the process and to whittle the number of candidates down to a manageable level. Business owners and executives do not have the time and in many cases do not have the skills to find the perfect candidate, so outsourcing to an executive search firm will be the best solution.

Executive search firms are retained by clients in an advisory capacity. Typically used for senior-level executive positions and board directors, executive search firms partner with clients to identify, assess and select the very best possible candidate. They identify a slate of the most qualified candidates that would fit well with the client’s culture and have the right background and experience for the specific opportunity.

There are many reasons why companies are hesitant to engage an executive search firm to help them hire leadership talent. Whether it’s because they think they can hire an executive leader on their own, they don’t want to pay the cost of retaining a firm, or they’re just skeptical of the process, these companies are ultimately missing out on an opportunity to hire the best leader for their company. There’s a lot of benefits of using an Executive Search Firm, they help you find the best person by providing access to a wider, deeper pool of potential candidates. For critical roles, there’s a huge difference between an adequate candidate and an outstanding one, so you don’t want to limit your possibilities to the 5 to 10% of people who are actively looking for a new position right now. By proactively seeking out people who fit the profile, whether or not they’re in the market for a new opportunity, search firms provide you with more and better options for high-level positions.

Employers use an executive search firm when a search is important enough to warrant the investment and they are relying on search firms to help fill their executive ranks with the talent they need to stay competitive. Even with the use of executive search firms on the rise in the quest for top talent, many companies still rely on their own in-house resources to fill most of their open positions. The reasons for this are varied. Some companies believe they have sufficient resources and knowledge in-house, whereas others simply want to avoid paying a fee to outside search firms, regardless of their ability to fill mission-critical positions.

There are eight scenarios when investing in a search firm is a good idea. These eight scenarios are common cases for when it makes sense to hire help.

  1. Chase for the best

    If you use an executive search firm you’re statistically more likely to access the best job-seekers on the market (both active and passive). If you’re looking for an ideal candidate who will check all the boxes, of course, you need to work with someone who really knows what they are doing because recruiting is one of those things that anybody can do and just about anyone can find a person to do a job. Recruitment agencies may have some of the best talent already registered on their books and it could mean finding the perfect candidate sooner than later. Not only will an executive recruiter have the best jobs, but   they may also have access to the best candidates. Companies will benefit from the fact that a recruitment firm may have some of the best talent already registered on their books and it could mean finding the perfect candidate sooner rather than later.

  2. You’ve tested but have not experienced success

    Working with a recruiter open your pool of candidate beyond your network, either you have an active search that has been open for too long or you’ve used up your knowledge and recruiting tricks and you are not sure what to do next because failing to use recruitment agencies means that some candidates will not see these fantastic job advertisements and may miss the opportunity to work in a fantastic company with an excellent package.

  3. Confidential Search

    Sometimes you may need to replace an underperforming executive while they’re still in their current role. This type of search requires confidentiality and trust to get the job done. Companies conduct confidential searches when they want to replace someone who is still with the firm. In these situations, the criteria generally include a need for confidentiality, speed and finding a person with a highly specific skill set. If you have an employee that is under-performing, you may want to start recruiting before you let them go. Or you may need to recruit talent from organizations that your company does business with. In these cases, a search firm may be used to help keep things quiet until the new executive is ready to step into the position.

  4. Time & Resources

    The hiring process can be very time consuming, and especially the initial stages of sorting through applications. If your ‘day job’ is not recruiting, you may not have the time or focus to dedicate to an important search. Or your day job may be recruiting but you have too many open and not enough time. When you lack the time and resources, search firms are a great resource for giving an executive search the time and resources necessary. Giving a recruitment agency the task of creating a shortlist of candidates for a position in a company is good business sense.

  5. The most Standing out

    Most often, employers call on an executive search firm for most important roles, especially c-suite or executive leadership roles like CEO (Chief Executive Officer), CFO (Chief Financial Officer), CTO (Chief Technical Officer), CHRO (Chief Human Resources Officer), etc. Making a bad hire in your C-suite can have disastrous consequences. There’s an art to finding qualified, top-performing executives and the search for the right candidate can make the process far longer and far tougher. Not only are leadership positions crucial to the success of the business, but it’s helpful to have a third-party perspective to avoid blind hiring because sometimes internal team members see only what they want to see.

  6. Fresh Roles

    Generally, companies are used to filling their core positions, why go to an outside firm when you are in a rhythm? But then they create a brand-new position in the company and they don’t know where to begin. New roles are particularly difficult to recruit for because, typically, there is no benchmark to serve as a point of reference when determining the skills and temperament needed. This is also true for roles in which the predecessor was unsuccessful, and the role will need to be redefined/department rebuilt, etc. The need for guidance increases exponentially when the position falls outside the standard scope or target profile at other companies. Generally, successful companies find themselves in this position and quickly lean on the experience of an executive recruitment firm. Hiring them to come in and assess your workforce is a reliable way to get a fuller picture of the in-house talent you already have and also lets you know which options are available to you externally.

  7. Underwater Basket Weavers

    Several candidates may have the necessary skills on paper, but an executive firm will be able to tell which candidate has the right potential and personality for long term success and will ultimately contribute to the business’s future growth. In addition to executive-level positions, some companies offer such a unique product or service that they require rare skill sets that are essential for driving core, strategic areas of the business. Pop culture may refer to these candidates as unicorns, they call it Underwater Basket Weavers because, well, how many of those are there out there? Executive recruiters are used to developing a strategy for finding this ‘ needle in a haystack’ candidates.

  8. More passive candidates, less active job seekers 

    Executive search firms often have more connections with passive candidates, those who are not actively looking for a new job and can tap into their pipelines to search for candidates that might not otherwise be on a company’s radar. While active job seekers aren’t necessarily bad, chances are good that passive candidates aren’t going to apply to online job postings. In fact, some of them aren’t even really looking for a new job. However, they would be open to considering a new opportunity if that opportunity was presented to them. Executive recruiters know where these passive candidates are and how to present such opportunities.

Choosing the right executive recruiting firm to fill your organization’s next senior management vacancy starts with committing to some research before the search process even begins. This is one of the most important decisions your company will make, in part because of the potential upside the right executive can deliver and in part because of the huge cost of making a bad executive hire.

Whether you decide to use in-house resources or hire an outside consulting firm, your goal should always be to ensure that you will be able to identify and attract top-notch candidates for each position and build or restore your company’s talent pool. Nothing is more critical to your company’s long-term success.

References:

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A Guide on Building a Good Relationship With Executive Researchers

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Upon entering the industry you want to pursue a lot of people you will meet along the way and one of them is the Executive Researchers, also known as Executive Recruiters. Their main responsibility is to help employers fill the senior and highest-paying positions in a company. They are one of the many people one would like to have a good relationship with because they might be the key for one to move up in their career.

Developing a relationship with headhunters as early as now is a very good strategy, especially that building this kind of relationship takes time. Having headhunters work with you side by side can be very advantageous, as they can be a good help in future endeavors. There are different types of recruiters that one can meet along the way but with the right recipe for brewing a good relationship and they might just call you when they land a research assignment that compliments your background.

Being approached by an executive researcher can be confusing at times. Some might be persuaded but some might think that it is a prank call done by someone they know. If you are a rising talent or starting to build a career for yourself there is a great chance that you will be approached by one. Especially now that business leaders are more visible and accessible because of online professional networks. On the other hand, some might be wondering why they have not yet experienced being approached by one. Maybe there is something missing, or that you have exceeded their expectations. But nonetheless, once those mistakes are corrected, sooner or later an Executive Researcher will contact you.

Once you are approached by executive recruiters or planning to approach one, you should remember that they are not all the same, they work for their clients and building relationships with them is a two-way process. To help you with that, here are some tips on how to build a good relationship with Executive Researchers.

  1. Know Their Industry

    Executive Researchers will greatly appreciate when one has a background on what they are doing and know their real intention. In addition, knowing their industry will give you an advantage when talking to them. When you know how they feel and how they do things, you will be able to speak with them with higher confidence than usual.

  2. Extend Help

    In situations when you feel that the position offered to you does not suit you or different from what you are imagining, you can suggest possible candidates that might be well suited for it.

  3. Explain Rejections

    When you reject an offer, there is a possibility that headhunters might misinterpret your decision. So, it is better to let them understand why the job is not a good match for you, also, this can clear false impressions.

  4. Never Lie

    Always be honest about your capabilities and credentials. This is one key to landing a new opportunity. Honesty gives you additional points, not only to the recruiter’s side but also to their clients.

  5. Be Certain

    Always be sure about your decisions, it will not hurt to take a minute or two to reflect on the action you are about to do. One might leave a bad impression on recruiters once you did not stick to your word. And if there are changes to your plan, always update your recruiter ahead of time and let them know your whereabouts before an interview or any special appointment with their client. This way, the possibility of a misunderstanding will be lesser.

  6. Stay Involved

    Make sure that you never lose connection with them. When you accept a job offer, always keep them updated, whether you are up for an interview or you encountered a problem and need to cancel the latter, always update them ahead of time. As well as in future employment, it will also be great for you to keep in touch with them, with this they will also feel involved with you.

  7. Share Knowledge

    Once you share knowledge with a search consultant they will also share theirs. They can also make suggestions and provide you with information that can help you broaden your network for future endeavors.

  8. Be Calm

    There might be instances when an Executive Researcher happens to call on a bad time. During these situations always keep your cool so that there will not be a misunderstanding between the both of you. Better, explain your current situation and wish that they would understand.

  9. Be Friends with them

    There are chances that you will be able to be friends with Executive Researchers and this is a very good thing as they would really like it to have a candidate as a friend. Also, this will make the environment between the two of you comfortable.

  10. Respect them

    Having respect for an executive researcher is the most essential thing one must do upon meeting one. Whatever industry you desire to go to will always tell that respect is very important as how important EQ is in the workplace. This is one factor that shows what kind of person one is and the one that helps a recruiter decide whether they are fit for a job or not.

It is important to be one of the top candidates for a job, but it is not everything. Leaving a great impression toward an Executive Researcher, on the other hand, is everything. Once you get stuck on their mind there will be a greater chance that they will contact you in the future and might even give you a boost towards their candidates. Just remember that whatever you do or wherever you go, there is a chance that you will meet a headhunter, so always be prepared and ready yourself for what is about to come.

Reference:

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How Can An Organization Lessen The Risk Of Attrition?

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Attrition in the organization is referred to by Human Resources as the gradual loss of employees over time. In general, relatively high attrition may cause problems for companies and organizations. Attrition is manifested and reflected when employees voluntarily resign from their jobs.

There are several reasons why this may occur: employees move to other opportunities or some would already retire, they realize that they are not suitable for the role they were hired to fill, or sometimes they look for employment opportunities that offer a more equitable work-life balance. Other employees may feel that they are being restricted and that they lack the experience of freedom required for them to perform at expected levels.

Attrition is also experienced when it is used by organizations as a restructuring strategy. This does not mean that they are downsizing the company but this means that when someone leaves the company, the vacancy will not be filled anymore and most likely will be removed from the structure. This may create positions that will help the remaining employees manage their career mobility and experience the chance of being promoted. This may create a positive outlook for the employees given that several options exist.

However, when attrition occurs, the remaining duties and job responsibilities can burden employees and managers with additional duties with no increase in compensation. This can create a heavy working environment for the remaining employees since they will be taking on responsibilities without even having training. When this happens, this may lead to negative performance that could also lead to more employees leaving the organization.

In addition, the causes of employee attrition can be as varied as employees having different outlooks and perspectives. The only time exposed to function does one employee realize that he might not be fit for the job. Other employees would leave an employer for higher pay than they were offered or for career advancement reasons. But most of the time, employees seek other employees because they are dissatisfied with their immediate manager.

This may be the most common reason why employees leave organizations – they do not have a pleasant working relationship with their immediate manager. And organizations should be able to look into these occurrences.

Poor management techniques will result in employee attrition. Managers and supervisors who believe that giving employees a difficult time as motivation can prompt and provoke employees to seek other available opportunities. This reinforces a negative working environment that would also eventually lead to negative and poor performance. When managers come down excessively on their employees, chances are, this employee will lose motivation to perform at a higher level and will eventually exhibit a fear of taking a risk and approaching the manager.

Organizations should be able to address this concern and should be able to select managers and supervisors who are capable enough to create a positive working environment and motivating the employees to achieve more without compromising the employee’s drive to function. Organizations can also invest in training the managers to have coaching sessions that will assist them to adjust their management styles to become more approachable, friendlier, and personable.

Organizations can also lessen the risk of employees leaving the company by means of providing the employee’s security. Employees who feel that they are not compensated enough for the work they are doing may lead to them losing motivation. This may also prompt them to compare compensation and pay with their peers outside of the organization. When they become doubtful of their position in the company, they will eventually feel the need to transfer to an employer that can provide more. Organizations can invest in giving a competitive compensation package to its employees to boost their drive and morale. Several insurance schemes and HMOs can make employees decide to stay with the organization.

Companies can also invest in their employees by providing internal and external training and certifications that will help the employees gain value and manage their achievements. Employees should receive the liberty to attend events and symposiums relating to their field so they can also gain additional knowledge that will help them create a benchmark of whatever is the current situation. Through this, employees will be able to manage their learning and development. Organizations should also recognize their employees and the work that they are dedicating to the company. In this way, employees will feel motivated and will boost their morale and dedication to their jobs.

Communication can also lessen the risk of attrition. Employees feel the need to communicate for numerous reasons. Employees want to feel that they are being talked to, not talked at. Communication can help the employees receive an idea of what is happening in the company, what the future of the company would be, and where the employees stand in the company as well. Effective communication is the key to creating a valuable and positive working environment. Managers and supervisors should be able to reach out to the employees and acknowledge the work they have done, applauding their accomplishments, and helping the employees overcome problems and providing the support that they need to become better employees. A unified workplace can lead to an effective environment where employees are motivated and are achieving positive results.

Recruitment practitioners should be well aware of this occurrence. In the preliminary stages of the recruitment process, before hiring one candidate, recruiters should be able to inform the candidate about the job description and the expectations of the role. This can help weed out candidates who are incompetent and incapable and can ensure that qualified people are accepted. Recruiters should also be able to assess a candidate’s work background, whether he has been a desirable employee working for his past employers. Another way to eliminate the risk of attrition in the recruitment process is to be asking the candidate for references. Through this, the recruiter can easily evaluate the candidate’s profile through the words of the people that know the candidate better.

Harper and Hill Executive Search Inc are partnered with companies that have a strong foundation and can provide its employees with competitive compensation packages. Clients that have valuable work ethics and is capable of communicating with its employees. We also value the aspirations of our candidates and will direct them to companies that can fuel those aspirations. Harper and Hill Executive Search understand that attrition is inevitable but we make it a point that it becomes manageable. It may be unpredictable but we can create solutions that are attainable. It may be uncontrollable but we can make eliminating the risk achievable.

 

The Author :

Angelo is the Managing Director of Harper & Hill Executive Search Inc, specializing in Senior Management positions in executive search in Asia. He managed a full spectrum of senior-level placements and worked with multinational clients in Asia, Africa and Europe. He travels across Asia pacific region for his assignments. 

Feel free to connect with him or follow him on LinkedIn. Angelo Cenon Valdez

You can contact our Executive Search Team

Marketing Communication

Harper & Hill Marketing and Communications Team

Contact Us: recruitment@harperandhill.com

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How Reliable are Personality Tests in the Recruitment Process?

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Personality Tests are questionnaires or any other standardized instrument designed to reveal aspects of an individual’s character or psychological makeup. Personality tests are used for the purpose of assessing theories, to look at changes in one’s personality, to evaluate the effectiveness of therapy, used to diagnose psychological problems, and used in screening potential employees.

A candidate’s personality has a significant role to play in deciding whether he has the enthusiasm and the motivation that the employer is looking for. Also, personality tests may determine how well a candidate is going to fit into the organization. This can create a window where recruiters can see a candidate’s personality, attitude, and general work style. Personality can affect the day-to-day operations of a business and an organization. Either help builds the company towards success can only cause the business and productivity to slow down.

Personality tests may be given to applicants to check skills and experiences, to assess enthusiasm and motivation, or to evaluate personality and attitude. Effective recruiters use personality assessments to be able to enhance their decision-making about potential candidates.

Recruiters would want to place someone who is able to relate to other people, candidates who are able to express themselves and deliver a conversation, and also how well they are able to function under certain and expectations and dynamic working environment. This can measure various personalities and can give information to recruiters:

  1. Personality tests can help assist the recruiter whether one candidate is open to working with other people. Candidates who can cooperate well and contribute to tasks and if the candidate is able to provide suggestions and solutions to problems.
  2. Recruiters also want to know if one candidate is capable of empathy and concern towards other people – regardless of the issue being work-related or not.
  3. Recruiters want to assess if one candidate able to work alone with minimal supervision, become innovative and is able to multi-task.
  4. Personality tests can also assist recruiters to understand if one candidate able to work under pressure or not. These tests can reflect if one candidate is calm, relaxed, and rational.

However, there are also challenges and precautions that recruiters have to consider when giving personality tests to potential candidates:

  1. It may be possible that candidates may engage in deception when answering personality inventories. Some candidates may tend to skew answers to achieve desirable results or to put them in a good light – this may lead to a case of applicant faking.
  2. Another challenge is that some candidates may have problems or concerns in answering personality tests because they are not so good at accurately describing their own behavior. If in the event that candidates take the test for granted, this may have a serious impact on the accuracy of a personality test.
  3. One challenge that needs to be considered is how the tests are made. Tests need to promote standardization that can be observed regardless of culture. Application-based personality tests may give circumstances that other cultures or other demographics might not be able to relate to or understand.
  4. Another challenge that recruiters need to understand is that some tests can take long enough and can eat a lot of time which may cause the candidate to get bored and frustrated. When this happens, candidates will answer the questions as quickly as possible, without understanding the context or not even reading the questions.

Recruiters should be able to manage these concerns by properly informing the candidates that there are no right or wrong answers when taking the personality test. The recruiters must be able to educate and inform the candidates why a personality test is needed…

The question is how reliable are personality tests in terms of the recruitment process?

It may become reliable to assist in the recruitment process as long as it is administered properly give that recruiters are able to properly inform the potential candidates of the intentions of taking the test. This can also help the recruiter in the process of decision making, personality inventories can provide or can result to some information that candidates were unable to declare. It may also become reliable to the recruitment process since the purpose of the test is to establish what a person would be likely to do, what they’re like, what their preferences are, and what they would like to be. It can be a good indicator of whether one candidate has the potential to be productive or to just slack off. The use of personality tests can also be used to help create a development plan for a candidate by being able to identify the person’s strengths and opportunities.

Yes, it may be reliable but it is still important that there should be the presence of competent recruiters who are able to evaluate the candidate’s thoughts regardless of having a basis from the personality test. Organizations should not only bank on expensive and high-end personality inventories, but it is also important to have skilled recruiters who are able to identify, deliver, and make sure that they have the right candidate.

Harper & Hill Executive Search makes sure that our recruiters are already able to evaluate the potential candidates whether they fit the job function or not. And also to check if they are able to perform with specific organizations that may match their work preferences. The recruiters at Harper & Hill Executive Search pushes and drives the candidates to be transparent enough for the purpose of properly classifying their skills and personalities. With the help of personality tests, this can assist the recruiters to match opportunities to our clients’ recruitment expectations, demands, and needs.

The Author :

Harper & Hill Marketing and Communication Team

Contact Us: recruitment@harperandhill.com or Inquiry@recruupdate.harperandhill.com 

Contact our Harper and Hill Executive Search Inc team. We specialize in the recruitment of World-class Senior Level Management Executives. Our international network and connectivity enable us to serve our clients and candidates seamlessly across the Asia Pacific Region.

You can follow us in Linkedin: Harper and Hill Executive Search Linkedin Page

You can follow us on Twitter: Harper and Hill Executive Search Twitter Account

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