Don Zinn, Senior Vice President of Executive Search at StevenDouglas talks about his approach to recruiting and the variables that are necessary for success. #stevendouglas #executivesearch
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L.A. Silver Associates, Inc. :: Global Executive Search for Growing & Emerging Software Companies (North America, UK, Europe, Asia Pacific, Middle East & Africa)
food for thought : current status of talent recruitment in today's world. Clearly all the problems in the current world of events have paused multiple software companies (both new start-ups and on-going companies globally) to refrain from recruiting new talent to propell their sales /development efforts. Over the past 25 years, I seen this decision effectively cripple growth and destiny of first rate software companies. It should be noted that the over-achievers in their current companies are aware of this happening and its affect on their earning results. This is the perfect time, for the heads-up CEO, to seek these top players and add them to the Team. The better the Team ...the better the results.
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Scaling recruiting businesses with a holistic digital approach | Director of Ops and Tech @Digital Recruiter
Balancing recruitment and business development can often feel like walking a tightrope. You're constantly juggling between finding the right candidates, meeting clients' expectations, and driving business growth. It's a delicate balance that requires skill, resilience, and a lot of patience. And when you're just starting out, it can be especially daunting. The fear of not knowing enough, of making mistakes, or of not meeting expectations can weigh you down. But guess what? There's a simple solution to this: pre-call planning. This powerful tool can turn that wobbly tightrope into a highway of opportunities. It equips you with the knowledge, confidence, and strategy you need to navigate the complex world of recruitment and business development. With pre-call planning, you'll no longer be walking a tightrope; you'll be cruising on a highway, confidently steering your way to success.
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Tools to improve internal hiring success for #sales and recruiting staff are crucial due to the high stakes involved. Hiring the right sales talent is essential for company growth, while a poor hire can lead to significant financial losses. A structured approach to #hiring, as outlined in a recent webinar hosted by Business Strategy and Executive Coach, Tom Nunn, can help companies strategically recruit top talent and avoid costly mistakes. Read more in our latest blog: https://hubs.la/Q02Brdx80 #hiringstrategy #recruiters #salespeople #staffing
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DO YOU KNOW HOW TO BUILD YOUR BUSINESS TEAM? HERE ARE 4 TIPS TO HELP YOU BUILD A STANDARD BUSINESS TEAM. 1. FOUNDERS AND CO-FOUNDERS: Individuals who start the business and share the vision for its success. Co-founders often bring complementary skills and experiences. 2. HIRING STRATEGIES: Recruiting employees who align with the company's values and goals. This may involve networking, job postings, or using recruitment agencies. 3. COMPANY CULTURE: Establishing a positive and inclusive work environment that fosters collaboration, creativity, and mutual respect. 4. ROLES AND RESPONSIBILITIES: Clearly defining the responsibilities of each team member to ensure alignment and accountability.
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Holding off on hiring until things settled out? I strongly suggest you read this. Thirty second read.
L.A. Silver Associates, Inc. :: Global Executive Search for Growing & Emerging Software Companies (North America, UK, Europe, Asia Pacific, Middle East & Africa)
food for thought : current status of talent recruitment in today's world. Clearly all the problems in the current world of events have paused multiple software companies (both new start-ups and on-going companies globally) to refrain from recruiting new talent to propell their sales /development efforts. Over the past 25 years, I seen this decision effectively cripple growth and destiny of first rate software companies. It should be noted that the over-achievers in their current companies are aware of this happening and its affect on their earning results. This is the perfect time, for the heads-up CEO, to seek these top players and add them to the Team. The better the Team ...the better the results.
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As a business owner, bringing on new employees is always a nerve-wracking decision. You know one wrong hire could negatively impact productivity, team dynamics, results, and even company culture. But if you let the fear of making the wrong choice paralyze you, your ability to scale up and compete is also at risk. Missing out on top talent or leaving teams understaffed comes at a great cost too. It's a catch-22. What if you could tap into an exclusive pipeline of exceptional talent without the guesswork, risks and anxiety? Imagine having a recruitment partner who deeply understands your business and culture. One who can source stellar candidates that align with your values and needs. BDA Recruitment offers this peace of mind. Our bespoke process combines proprietary technology with human insight to uncover remarkable talent tailored to you. We match both hard and soft skills. With the right recruitment strategy, your next hire could become your best asset instead of your biggest liability.
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For those that need quick and effective marketing expertise consider a fractional marketing leader.
C-Suite talent—should you #hire full-time? Perhaps a fractional executive is the way to go? Listen, it’s not just about filling a gap; it's about strategically steering the business towards its future. Joshua McAfee of Atlanta-based Humans Doing and I offer a fresh take on what to consider for your company.
Full-time or Fractional? Focusing on the Next Generation of Your Company’s Leadership
chiefoutsiders.com
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Your Recruiting Process Is Doomed Here's the real talk: Sooner or later, anyone in recruiting will feel the itch to shake things up, thinking it'll make the process smoother, sharper, or better. The old ways failed, usually because you didn't create them, so you figure a makeover is to match today's standards. The revamped process promises to make hiring managers happy and completely change how talent flows into your organization. Sounds legit, right? Been there, done that. It won't work. The 'new' process is the same old one with a fancier look. Sure, it might be somewhat 'better,' but that's not the issue. The real problem is you're missing something crucial. Why the urge to 're-process'? Let's say it's about getting "more" out of your recruiting game - more talent, more compliance, happier managers, better retention, just more. But let's be real. If your current setup was delivering, you wouldn't be fixing it. Wondering why the 'new' process won't be your golden ticket either? It's not because you don't want 'more.' You're scared of it. 'More' means facing things you could dodge in the old routine. That's the real reason your 'new' process is set up to fail. Deep down, where water cooler talk doesn't reach, you don't want it to work. Having a successful process means opening up to failure. It needs hard numbers, accountability, a clear line in the sand that screams "we own this." Those things spell out success and shout out failure. Success is cool to show off, but no one wants to flaunt failure. So, you go on this 're-processing' spree, hoping to secure success without risking failure. Newsflash: that's not happening. Success only matters when you know what failure looks like. Sure, failing as a team isn't the end of the world, but on a personal level, it's terrifying. This fear keeps you from building the process your organization needs. A process that calls out the winners and the not-so-great players. A process that pinpoints where things need fixing. A process that calls for clear decisions. Why is your new recruiting process doomed? Because you're not willing to build one that shows you failures.
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CEO of eNational Testing, e7 Health & US Drug Test Centers ◆ Creator of Crash CEO School ◆ Podcast Host of BaktariMD◆ Sought-After Speaker
Like most things in business (and life), hiring the right team members involves a learning curve. I'm sharing some of my top tips in my blog. Click to give it a read! ⬇️
Jonathan Baktari MD - How to Hire Employees: 5 Tips
https://jonathanbaktarimd.com
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Supporting Venture Capital firms, Private Equity firms & Software Vendors build disruptive Go-To-Market (GTM) teams | Co-Founder at James Simpson | Host of SaaS Leaders Lounge Podcast🎙️📔
How are you ensuring that your business has a competitive advantage? Have you implemented any strategies or measures to achieve this? I'm eager to hear some stories from those who have successfully navigated the trade-offs and costs associated with being the best. As a strategic talent partner, I continuously emphasize the importance of this to my clients. For instance, if you have a crucial hiring requirement, what are the potential pitfalls you cannot afford to encounter? 1. Ensuring that the time it takes to hire is within the ideal 45-day period. 2. Avoiding the opportunity cost of not hiring immediately, resulting in a loss of revenue due to a lack of subject matter experts or sales professionals in the field. 3. Managing agency support costs to stay within a predetermined budget. 4. Minimizing delays in compensation approvals caused by finance team reservations about the budget and team structure. While the list can be extensive the above are just a few examples, it's important to determine which aspects are negotiable and which are not, and then invest in the necessary tools and resources to achieve quick and efficient outcomes tailored to your customers' unique needs.
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