Selling Your Company's Future

Bryan Gillum • January 21, 2021

Selling Your Company's Future: Leadership Digest

Your leaders and employees sell your company every day. They sell the company to prospects, other employees, candidates and people in the community. The most compelling aspect of what they sell is where your company will be in the future. Think of a professional sports team that just landed three 1st round draft picks – ticket sales and jersey sales peak and coaches and players get excited about what lies ahead. Everybody wants to work with, work for and be part of an organization that has excitement in their future.

Think of these key considerations to create a future that will garner excitement:

Do you have future superstars?

Leaders want to have team-members who have potential to grow and employees want to work with other team members who are motivated to do great work and advance. A team comprised of high-potential, future leaders will attract other high-performing employees and increase the retention of your current team.

Do you have a clear path for growth?

Employees get excited about being part of a growing organization. Growth typically leads to more challenging work, development opportunities and the ability to advance. And maybe most importantly, it can lead to more money in their future. Make sure your employees understand your plan to achieve growth and make the plan realistic and attainable.

Do you invest in people?

The new workforce wants the opportunity to learn new tasks, become more knowledgeable and have the ability to grow. Companies that make tangible and consistent investments in their team will experience stronger performance and higher engagement from team members. Budget conscious companies can also find plenty of affordable development offerings that help employees learn new skills.

Regardless of the size of your company or your industry, it is critical to have a story about your future. The most impactful stories incorporate opportunities for growth and advancement, are understood by employees and are consistently discussed internally and externally. Having a great story about your future will lead to enthusiasm and a culture that leads to attracting and retaining great employees.

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5 Signs You May Need a Recruitment Partner

By Grant Covault • March 7, 2023

In today's highly competitive job market, finding and retaining the right talent for your business is more critical than ever. In fact, according to a recent release from Monster.com, 96% of workers will be seeking some type of new position in 2023 . However, the hiring process can be challenging, and many businesses struggle to find the right candidate for the job. That's where recruitment partners come in. A recruitment partner can help you find the right talent and streamline the hiring process. In this blog, we'll discuss 5 signs that indicate you may need a third-party to help you with your hiring needs. 1. Inability to Attract Qualified Candidates If you're struggling to attract qualified candidates for your job openings, it may be time to consider partnering with a recruitment firm. A good firm can assist you in identifying the root cause of the issues and collaborate with you to create an effective hiring strategy. With their extensive network of both active and passive job seekers, they can help you find the ideal candidate for your organization. 2. Time Constraints and Limited Resources Another sign that you may need to seek out help is when you feel pressed for bandwidth, and you are unable to dedicate the necessary time to the hiring process. A recruitment partner can handle the hiring process for you, from posting job openings to screening candidates and conducting interviews. This frees up your time to focus on other aspects of your business. 3. High Turnover Rates Nothing is more frustrating than making a hire only to lose that persona a short time later. Additionally, high employee turnover can be costly and affect productivity and morale. By bringing on a consultant, they can help you objectively identify why employees are leaving and find ways to improve retention. They can also help you create job descriptions that accurately reflect the role and company culture, ensuring that you attract candidates who are a good fit for your organization. 4. Lack of Industry Knowledge If you're not familiar with the job market in your industry, it can be challenging to find the right candidates for your organization. A recruitment partner has industry knowledge and can provide insights into the job market and salary trends. They can help you create competitive offers that attract top talent and ensure that you find the right candidate for the job. 5. Employer Brand Reputation Your employer brand reputation is essential to attracting top talent. If your business has a poor reputation, it can be challenging to attract the right candidates. Having the right consultant can help you improve your employer brand by providing insights into what candidates are looking for in a job and what makes a company attractive to potential employees. They can also help you create a positive candidate experience, ensuring that even candidates who don't get the job leave with a positive impression of your organization. In conclusion, hiring the right talent for your business can be challenging to do by yourself. However, with the help of the right recruitment partner, you can streamline the hiring process and find the best candidate for the job. If you're experiencing any of the signs outlined in this blog, reach out to us today for a free consultation to see if we are the right fit to help your team.