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Unconventional Jobs Ads
Hoping that everyone could use a little levity and a creative boost today, I thought I’d share this link to a group of unconventional job ads. Let me know which is your favorite. Click here to see the ads.
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Hiring With Purpose Part 3: Interviewing
The most meaningful comments I receive from candidates after an interview are when the interview was considered “tough”. It was clear that the company had a dedication to digging for and retrieving information relevant to the candidate’s ability to perform the job. It was also clear that the hiring company was prepared for the interview…
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Hiring With Purpose Part 2: Identifying and Screening Candidates
At this point in the hiring process, you should already have a position description with clear requirements outlined, a set of objectives for the position, and a measuring stick for screening candidates. You may have potential candidates in hand from a number of sources – an internal candidate, a referral from someone in your organization,…
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Hiring With Purpose Part 1: Define the Position
In my last post, I encouraged companies to evaluate their hiring process. Remember, hire with purpose!! Put the same effort and diligence into hiring a new employee that you do evaluating and underwriting a loan decision, pursuing a new account or preparing for a regulatory exam. A first and critical step in the process is…
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Cost of a Mis-hire
2011 will be a year where you are likely faced with multiple hiring decisions. Key factors driving these will be: 1. Risk Management – Strengthening your risk organization and continuing to resolve problem assets. 2. Regulatory Compliance – Hiring to manage the new (and still largely unknown) requirements that will come with the new legislation.…
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Happy Holidays from KenanSoperBryant!
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Answering the “Stability Question”
Because of the current environment in the banking industry, one of the top three questions I am asked by candidates has to do with the stability of the hiring institution. Good candidates are going to have questions about the current health and stability of the bank, and the bank’s longer-term view of how to compete…
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For the “numbers folks”
Executive recruiters match companies with leaders. Roughly one out of every five executive jobs in the U.S. paying more than $150,000 a year at nation’s largest 1,000 companies are filled by recruiters.
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Work/Life Balance – How important is it for Senior Executives?
It might seem that, in the current environment, we don’t really have time to think about work/life balance. However, I would argue that this is as critical a time as any to be sure that all of your employees are still able to exercise, spend time with their families and have some down time. Decisions…
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Executive Succession Planning – A Hot Topic
Executive succession planning is a frequent topic of discussion as I talk with CEOs and Executives at banks across the region. I thought I’d offer up my perspective on this topic. First, a definition: Executive succession planning is part of a firm’s business continuity plan. It is about filling the organization’s talent pipeline and building bench…
