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Category Archives: Global relocation

Benefits of Using an Executive Recruiting Firm as a Partner in Global Talent Acquisition

 

Benefits of Using an Executive Recruiting Firm

Searching for your company’s top-tier executives or key personnel can be daunting. Partnering with an executive recruiting firm can benefit your global talent acquisition efforts.

Why Use an Executive Recruiting Firm For C-level Recruitment

Expertise in identifying and attracting top talent:
Executive recruiting firms specialize in identifying and attracting high-level executives and other key personnel. They have extensive networks, resources, and expertise in sourcing, assessing, and placing top-tier candidates.

Time and cost savings:
Partnering with an executive recruiting firm can save your company time and money. You won’t have to devote as many internal resources to the recruitment process, and you can take advantage of the firm’s existing resources and processes.

Increased efficiency:
An executive recruiting firm can handle all aspects of the recruitment process, from sourcing and screening candidates to negotiating offers and closing deals. This can help to streamline the process and ensure that you find the best candidate in the shortest time possible.

Candidate quality:
Executive recruiting firms have access to a vast pool of highly qualified candidates who may need to seek new opportunities actively. This can increase the chances of finding the best fit for your organization.

Professionalism and discretion:
Working with an executive recruiting firm ensures that the recruitment process is conducted professionally and confidentially. This is especially important to your organization. Even more important if you are looking to fill a key position and want to keep the search for a new hire under wraps.

How to Choose the Right Executive Recruiting Firm

All the points above make sense, and you’re ready to move forward by finding a firm that fits your company.  How do you choose the right firm to work with? Here are a few tips to help you make the best decision:

Look for a firm with a track record of success: Choose a firm with a proven track record of placing executives and other key personnel in companies similar to yours. In addition, look for a firm with a strong network of relationships and a deep understanding of your industry.

Consider the firm’s recruitment process: Choosing a firm with a thorough, effective recruitment process is essential. Look for a firm that takes the time to understand your company’s culture and needs and has a system for sourcing, assessing, and placing top-tier candidates.

You can evaluate the firm’s resources and capabilities: You can choose a firm with the help and capabilities to support your talent acquisition efforts. This may include an extensive network of contacts, advanced sourcing tools, and a team of experienced recruiters.

Consider the firm’s reputation: Look for a firm with a strong reputation in the industry. Ask for references and talk to other companies that have worked with the firm to get a sense of their experience.

Consider compatibility: Choosing a firm you feel comfortable working with is essential. Look for a firm that is responsive and easy to communicate with and that shares your values and goals.

By following these tips, you can find an executive recruiting firm that is the right fit for your company and your talent acquisition needs. We would love to talk with you and see if Signature Source would fit your needs well! Please feel free to contact us anytime here: Contact Signature Source Team.

 

Benefits of Using an Executive Recruiter

Benefits of Using an Executive Recruiter

 

If you are starting a job search, consider the benefits of using an executive recruiter. Deciding whether or not to use a recruiter can take time and effort. To start, you’ll want to understand the types of recruiters you may encounter and some benefits.

Different Types of Recruiters

You’ll generally encounter three types of recruiters in your job search. Knowing the different types of recruiters in your job search is essential because they each have their unique approach to sourcing, communicating with, and placing candidates. Understanding the different types of recruiters and how they operate can help you make the most of your job search and increase your chances of finding the right job. Here are the three types:

  • Internal corporate recruiters:  These recruiters are company employees responsible for finding and hiring new employees for that company. These recruiters are typically focused on filling open positions within the company and have a deep understanding of the company’s culture, values, and needs. They also can fill positions quickly as they have direct access to the hiring manager and decision-maker.
  • Contingency recruiters: These are external recruiters typically hired on a project basis to fill a specific role or multiple roles at a company. They are paid only if they successfully place a candidate in the position and typically work with various companies simultaneously. As a result, they may have less in-depth knowledge of a specific company’s culture and needs, but they may have a wider pool of candidates to draw from.
  • Retained recruiters:  These are external recruiters, but a company typically hires them exclusively to fill specific or multiple roles. They generally are paid a retainer fee upfront and work closely with the hiring manager to understand the company’s particular needs and culture. This type of recruiter is typically used for high-level, or executive positions and are considered more specialized than contingency recruiters.

Interview Your Recruiter

Yes, it may seem like the tables are turned for this advice, but asking the right questions will help you gain valuable insight.  The recruiter is your partner in helping you find your ideal job. Asking the right questions will help you to determine the best for you.

  • Some good questions to ask a recruiter include:
  • How long have you been working as a recruiter?
  • What industries and types of positions do you specialize in?
  • What is your process for matching candidates with job openings?
  • How do you communicate with candidates and hiring managers during recruitment?
  • What is your approach to negotiation and compensation?
  • How do you ensure candidate and client confidentiality?
  • How do you plan to keep me informed and updated throughout the recruitment process?

Working with an Executive Recruiter

Working with an executive recruiter is the perfect place to start if you are looking for a specialized or senior-level leadership role as the next step in your career. An executive recruiter identifies, attracts, and places senior-level executives and technical professionals for a company.  In addition, they have access to their network of contacts at various companies and can introduce you to private positions.

The Signature Source team has been working with companies to fill executive-level positions for over 17 years.  We’d love to discuss your career goals and see if we’re a good fit to work with each other.  Reach out and contact our team here:  Contact Signature Source Executive Recruiters

Navigating the New Digital Divide

Navigating the new digital divide

It’s no surprise that the pandemic has changed the way people live their lives. From grocery shopping to traveling to socializing, 2020 and 2021 has seen a lot of changes, most dramatically in the job sector. The majority of people are working from home and it seems to have created a bit of a digital divide between employers and employee expectations.

This digital divide is mainly focused on employee experience, which is defined as “the journey each employee takes with a company, including everything from company culture to the work environment to day-to-day technology.” According to a Gallagher survey, employers are working to enhance employee experience, specifically the areas of “employee mental health and wellbeing (70%), diversity, equity, and inclusion (55%), and ‘new ways of working’ (52%).” Given that the pandemic has created a growing number of remote employees, more companies have been using technology and data to address employee needs in a more targeted way.

In a recent article from Korn Ferry, it was found that

older executives liked remote work so much that they’re thinking about delaying retirement. Granted, the pandemic still brings its own stresses, but according to Kevin Cashman (Global Leader CEO and Executive Development at Korn Ferry), they’re worth working through compared to the stresses that come with having to go into the office.

It’s surprising since a recent Oracle study showed that stress levels are higher for executives versus all employees (85% for top bosses compared to 77% of employees). Cashman says that these executives figure “If I’m still showing value and getting a good paycheck, why not [stay]?” Because of the rapid shift to a remote work environment, employers now have the added stress of making sure their employees have the right technology and communication channels (e.g. mobile messaging apps, Zoom, etc.).

Christian Hasenoehrl (Korn Ferry Senior Client Partner and the firm’s Global Account Leader for the Consumer and Industrial sectors) says many company boards and leaders want to reshape their core team of executives, paving the way for a more diverse, high-potential leadership. Currently, millennials are the largest workforce group, with women and minorities leading the charge.

Hasenoehrl says that companies’ digital transformation has been accelerated, so boards are offering more enhanced voluntary retirement packages and other incentives to get older executives off the company payroll and make way for younger tech-saavy talent. However, this isn’t to say that age plays a role in determining success of remote work. When looking back on the Gallagher survey, it was found that organizations and the majority of their employees were both feeling overwhelmed with digital options across the board.

So what can be done about bridging this digital divide, no matter employee’s age or work experience? According to Worldwide ERC, “employers can bridge the digital divide and improve upon internal communication in the remote environment by first defining what digital employee experience means for the organization to enable leaders to take more cohesive actions.” Since leaders tend to be older, it might make sense to talk through an overall digital employee experience and organizational communication. What specific communication needs to be done about aligning digital platforms with communication goals? What needs to be done to ensure flexibility and compatibility across the company? Does your workforce and leadership need to be assessed again? Figuring out the answers to these questions can improve overall digital employee experience and organizational communication, and solidify your organization’s success going forward.

We’ve been in the Global Mobility Recruiting industry for over 15 years, we’d love to learn more about you and your company. Let’s schedule a short chat by contacting us here: https://signature-source.com/contact/

10 Things That Show A Company Gets It Right

As you’re going through the interview process, there are a few things you should be watching out for. While you may be thinking about your salary and location, you also need to be looking for the most successful companies to join.

Here are ten signs that you’ve found a good one:

Read More

Taking Advantage of the Global Talent Pool Without Losing Niche Focus

The term “global recruiting” has a bit of a grandiose connotation to it. It conjures a picture of worldwide access to any individual or company that you want to work with. However, despite the services being delivered on a global basis, the industry itself is still very tightly knit. The vast majority of companies and employees do not use external global recruiting services full time, so opportunities come and go, and the talent pool being managed at any one point gets to take advantage of niche level service.  Read More

  • National Association Executive Recruiters
  • National Association Personnel Services
  • Foreign for Expatriate Management
  • Society for Human Resources Management
  • Worldwide ERC
  • Women Business Enterprise National Council
  • Southeast Regional Relocation Council
  • Chicago Relocation Council
  • North Texas Relocation Professionals
  • Houston Relocation Professionals
  • Tennessee Relocation Council
  • Midwest Relocation Council
  • Metro Atlanta Relocation Council