Handler & Associates
17 May 2019 at 16:00 ·
Talent – To Recruit or Rebuild? To ensure right-fit talent, leading organizations must become equally good at both.
Savvy employers waste no time hand-wringing over today’s tight talent market – we're too busy handcrafting training to build employee skills as they go, ensuring employees see a future growth path.
An expanding economy, unprecedented competitive workforce and decades-long mismatch between what education instills and companies need in skills means we are stretched. To succeed we must win the war for external talent and must also win at internal talent-mining.
The problem is, most of us aren’t.
We turn to new hires to remedy skills gaps, sometimes unnecessarily and even unsuccessfully, both of which can leave them worse off in the end.
While we hold strongly that attracting right-fit talent is at times the best or only solution to remain competitive – and that is the Handler strong suit – we also believe it must go hand-in-hand with a right-skills development strategy for existing top talent.
Here’s why: A near-future world workforce analysis - http://www3.weforum.org/docs/WEF_Future_of_Jobs_2018.pdf - says 54 percent of North American employees will require reskilling or upskilling between now and 2022. Stated differently, we can expect core job-skill stability of only 46 percent over the next three years.
That’s a lot of change, at an accelerated pace.
Leaders embracing the monumental skills-shift instinctively understand why the answer to the question, “Recruit talent or rebuild talent” is a resounding “BOTH.”
We can win on the internal and external talent fronts by getting good at both attracting right-fit talent and continually developing it to remain right-fit.
At Handler, our talent expertise can help you determine if a search for new talent is strategically your organization’s next right move.
ADDITIONAL RESOURCE:
Click here - https://www.youtube.com/watch?v=dXOl-raUbFc - to hear how PwC millennial associates are being upskilled and retained…listen for the comment shared at the 3:20 mark in the video to see the impact!
Talent – To Recruit or Rebuild? To ensure right-fit talent, leading organizations must become equally good at both.
Savvy employers waste no time hand-wringing over today’s tight talent market – we're too busy handcrafting training to build employee skills as they go, ensuring employees see a future growth path.
An expanding economy, unprecedented competitive workforce and decades-long mismatch between what education instills and companies need in skills means we are stretched. To succeed we must win the war for external talent and must also win at internal talent-mining.
The problem is, most of us aren’t.
We turn to new hires to remedy skills gaps, sometimes unnecessarily and even unsuccessfully, both of which can leave them worse off in the end.
While we hold strongly that attracting right-fit talent is at times the best or only solution to remain competitive – and that is the Handler strong suit – we also believe it must go hand-in-hand with a right-skills development strategy for existing top talent.
Here’s why: A near-future world workforce analysis - http://www3.weforum.org/docs/WEF_Future_of_Jobs_2018.pdf - says 54 percent of North American employees will require reskilling or upskilling between now and 2022. Stated differently, we can expect core job-skill stability of only 46 percent over the next three years.
That’s a lot of change, at an accelerated pace.
Leaders embracing the monumental skills-shift instinctively understand why the answer to the question, “Recruit talent or rebuild talent” is a resounding “BOTH.”
We can win on the internal and external talent fronts by getting good at both attracting right-fit talent and continually developing it to remain right-fit.
At Handler, our talent expertise can help you determine if a search for new talent is strategically your organization’s next right move.
ADDITIONAL RESOURCE:
Click here - https://www.youtube.com/watch?v=dXOl-raUbFc - to hear how PwC millennial associates are being upskilled and retained…listen for the comment shared at the 3:20 mark in the video to see the impact!
Finding the Right Cultural Fit Matters - But It's Not the Only Thing
Today, company culture is becoming increasingly important in recruitment. And the term "right fit" has become a part of everyday hiring language. But finding perfect cultural fits isn't always an easy task. In fact, it can be quite costly and arduous, and making a wrong decision could cost you even more in the long run.
It's About More Than Just Culture
While finding someone who works well within your company is undoubtedly beneficial, there are still other things to consider. Professional experience, skill-set, client alignment, personality and career focus are equally as important when evaluating candidates.
Don't worry - Handler can help you find those right fits. How? By considering four key areas during recruiting:
*Company Alignment - Does everyone agree on what a right fit looks like?
*Tools and Assessments - Are you using the right recruiting tools for your organization?
*Candidate Traits - Do candidates' skills and career goals align with your needs?
*Business Impacts - How could candidates affect business productivity and costs?
In our 41-year history of executive recruitment, Handler understands the importance of new leaders fitting into the culture and the positive impact that comes with shared values.
Over the coming months, we'll be sharing a series of blogs that further explore these areas and more to help you:
* Gather insights and prioritize considerations
* Identify and align with your ideal candidates
* Define the necessary candidate skills
* Communicate your company and department cultures - also known as your "Employer Brand"
* Understand tools and assessments and when/how to use them
* Find the ideal candidate
Learn How to Get More Quality Candidates
We're just getting started. And we look forward to you joining us in the next several months when we share more about how to overcome common recruiting challenges. Stay tuned....
The Ultimate End Game: Emotional Intelligence
Organizations are assessing and heavily weighting the emotional intelligence (EQ) of candidates and employees to gauge leadership and performance potential, and for good reason: Research credits high EQ as the most predictive indicator for excellence to include results of better decision-making; increased sales, profit and productivity; and higher employee engagement.
One-dimensional leaders have always struggled to create sustainable success for their organizations. Consider the brilliant leader with poor people skills who always hits the numbers. The ‘new normal’ business climate of quickly evolving technology, changing demographics and fluctuating conditions demands no less than the multifaceted strengths and capabilities inherent in high emotional intelligence. At all levels, EQ is more important to performance than ability and technical skill combined and has “phenomenal” return on investment for organizations, says EQ researcher Karl Mulle.
Download our Handler Report, “The Ultimate End Game: Emotional Intelligence” to find the game plan - https://www.handler.com/documents/Handler_Report_EQ_Final_9_27.pdf
To Your Emotional Intelligence,
Eric Handler
HANDLER.COM
www.handler.com
Handler & Associates
7 November 2018 at 15:36 ·
The Handler Report: What You Need to know about EQ
Organizations are assessing and heavily weighting the emotional intelligence (EQ) of candidates and employees to gauge leadership and performance potential, and for good reason: Research credits high EQ as the most predictive indicator for excellence to include results of better decision-making; increased sales, profit and productivity; and higher employee engagement.
One-dimensional leaders have always struggled to create sustainable success for their organizations. Consider the brilliant leader with poor people skills who always hits the numbers. The ‘new normal’ business climate of quickly evolving technology, changing demographics and fluctuating conditions demands no less than the multifaceted strengths and capabilities inherent in high emotional intelligence. At all levels, EQ is more important to performance than ability and technical skill combined and has “phenomenal” return on investment for organizations, says EQ researcher Karl Mulle.
Download our Handler Report, “The Ultimate End Game: Emotional Intelligence” to find the game plan - http://files.constantcontact.com/76bb5899101/350b781b-6f4e-4e77-8112-da0540eb3c91.pdf
