Organizational culture is not something that is outlined in your mission and vision – rather, it is how things happen organically. The rules you create in the workplace have a huge impact on internal interactions and how your culture plays out day to day.
A common question that is debated in recruiting circles revolves around what you should focus on when hiring. Should you focus on hiring for personality or skill?
Succession planning plays a huge role in the longevity of any organization. A company’s ability to continuously keep the pipeline filled with talented individuals who move up and are promoted internally is an important success factor. Organizations need to have a systematic approach to identify, assess, and develop current and future employees to ensure they have what it takes to grow into new roles.
Reading a resume will only tell you so much about a candidate. To really get a sense of what a marketer is all about and what they can offer, you need to bring them in for an interview
Even though hiring managers have the best of intentions, they often face barriers that prevent them from gaining access to the best candidates and hiring the right people.
Reference checks are part of the hiring process. Some view them as an essential part of the hiring process; others treat them as a complete waste of time. The truth is you get out of them what you put into the process.
The absolute number one attraction and motivator of excellence is defining a clear and articulated purpose. The most talented people in the marketplace want to work with companies (and other people) who desire and are moving toward doing big things
As executive headhunters, we know that hiring better is the key to rapid growth in any company. Your people are your greatest asset. PROFITguide.com writes, “The leaders of the PROFIT 500 have hired a lot of people in the past few years; they created more than 34,000 net full-time equivalent positions between 2008 and 2013, so they’ve mastered the art of screening and bringing in candidates”. Here are our top 5 favourites. We use these tactics every day here at IQ PARTNERS to hire internally, and advise our clients to do the same:
