-
The Interview – A View from Both Sides
As an executive recruiter, I hear a great deal about the interview process from both sides: the candidates I have presented to clients and the clients who are interviewing the candidates. Here is what I have gleaned from these conversations: What Candidates Say: Opportunity for growth and career development programs are a priority for both…
-
How To Negotiate The Salary You Deserve
The article below encourages candidates to understand and communicate their value to a prospective employer. This is something I frequently discuss with candidates, and an important “lens” to use from the first meeting to the final negotiation. Understanding the value that you offer a prospective employer cannot only give you more confidence in compensation negotiations,…
-
Recruiting and Enticing High Performing Teams
See below a great article from Laura Hay at Pearl Meyer about recruiting and enticing teams. We are seeing banks get more aggressive and creative to get top talent in key expansion markets. I encourage my clients to understand WHAT is being offered in the market, and then be creative within their own boundaries to attract…
-
Attracting and Retaining Commercial Bankers
The article below highlights the challenges that many of my clients are having attracting and retaining top commercial banking talent as they work hard to profitably grow the bank. I thought it was worth sharing. Thursday, May 12, 2016 12:54 PM ET Commercial lending talent in short supply By Kevin DobbsKevin Dobbs is a senior reporter…
-
Should I Stay or Should I Go?
If you are interested in some new ideas about this age old question – keep reading. Steve Tappin poses some interesting questions to ask yourself if you are considering a move to a new organization. He encourages readers to avoid the trap of making this decision primarily based on compensation and to look at company,…
-
Limit my choices?
Given too many choices, some companies just can’t pull the trigger on a hiring decision. The attached article describes a company that couldn’t find a viable candidate out of 25,000 applicants, and another company that bypassed on a candidate because he didn’t have two years experience using a simple database tool he could have…
