04/23/2018 Understanding a Candidate’s Motivations

Over the last decade, the growth of social media, search tools, and recruitment websites have significantly impacted the field of executive recruiting. Recruiters now have access to high volumes of personal and professional data about candidates, along with the ability to quickly analyze this data. They can reach a larger pool of candidates and algorithmically search for the right fit. Candidates have access to tools, through platforms like LinkedIn, that make it easier to network, job search, and market themselves. As a result, both recruiters and candidates have greater control over and increased options for their searches.

04/23/2018 The 5 Candidate Motivations That Matter the Most

In my last blog, I wrote about how gaining insight into a candidate’s motivations is a crucial factor in a successful executive search. Knowing what is important to the person and why they are interested in changing roles gives you a blueprint for how to approach your search and a better idea of how successful the candidate will be in the long term. Now it’s time to put that knowledge into practice.

01/19/2018 How to Better Predict Candidate Success in the Executive Search Process

Reference audits are a vital part of the executive search process. They illuminate characteristics about a candidate that aren’t always obvious or visible through the interview process. They also directly speak to a candidate’s potential to be successful in a role and fit within your company’s culture, answering questions like:

12/19/2017 What Executive Recruiters Look for in a Senior-Level Resume

Even at the senior level, resumes are a key factor in identifying the right candidates to consider for an open position. Crafting a stand-out resume is a necessity – but the elements that will elevate you above other candidates are less about the visuals and more about the content.

12/18/2017 You Can’t Ask About Employee Compensation Anymore. Now What?

The laws for evaluating and discussing employee compensation are undergoing dramatic changes. Under these laws, you can no longer ask a candidate about their past compensation, and, in some cases, even if it’s voluntarily provided without prompting, you can’t make future offers based on that information. If you’re in the business of recruiting, hiring, or managing employees, you need to prepare yourself for the new normal to avoid penalty. 

11/28/2017 Part 2: What to Do – and Not Do – During the Executive and Board Search Process

In my previous blog post, I discussed six steps that we at Howard Fischer Associates (HFA) recommend that you take before reaching out to an executive or board search firm. (If you need a reminder, click here for the details.) These steps lay a foundation for success as you begin the search to find a leader who will help your company thrive and grow.

10/19/2017 The Most Valuable Trait of an Executive Search Candidate

For more than 40 years, Howard Fischer Associates has helped leaders to secure executive positions in companies where they will thrive over the long term. During that time, we’ve worked with a range of experienced and successful candidates, those who have proven themselves to be valuable assets in the workplace. Being a successful job candidate is very similar to being a successful business person. It requires preparation, strategic thinking, and a vision for the end game. Whether you see yourself as an active or a passive candidate, if you agree to an interview you need to go in prepared. It is well understood that that means reading up on the company and the interviewers so that you can come across informed. What is less well understood, is that a candidate also needs to have a strategy going into the discussion and a game plan for subsequent rounds of interviews.

10/04/2017 The Key to Hiring a Truly Impressive Executive

In my work across the sphere of high-tech executive recruiting, I’ve had the privilege to meet a diverse population of leaders. Some I’ve met on the conference and speaking circuits, some have been clients, and others have been cherished coworkers. Most have been charismatic, intelligent, and passionate individuals, with a genuine sense of concern for the wellbeing of the people under their command and a vision for the future of their organizations. While many people in executive positions would likely earn a similar description, a much smaller portion of executives can be described as “truly impressive.” So what makes the distinction?

08/24/2017 Assessing Cultural Fit – Key to Successful Hiring

When filling a vacant role, many companies are inclined to promote a current executive. This is not surprising given the number of benefits that make this approach attractive:

08/14/2017 The Value of External Succession Planning

As an executive search firm, our focus is on helping companies find the right talent – whether there is an immediate need or an anticipated need in the near future. Transition periods like these can be volatile, but they don’t have to be. With a structured external and internal succession plan in place, identifying a leader for your organization can be a seamless process

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