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How to hire Top Performing Executives for your organization.

How to hire Top Performing Executives for your organization. Employees are not your asset, they are the most valuable asset. Your most valuable asset must perform to ensure that you as an organization are growing. Whether you are Star-up, Growing or Large organization, one of the top most people challenge that today every organization faces is how to attract top performing executives and how do you hire the right talent for the right job to perform right things. Here are some of the ways you can attract and hire top performing executives for your organization. Have a very strong Business Vision to attract the top talent at an Executive level It is very important to have a very strong short term and long term vision of the organization, this helps and gives a lot of confidence to top executives that management team is focused and they know what needs to be achieved in short-term as well as in long-term. Find out your candidates who are growth oriente...
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STRATEGIC HIRING THROUGH SOCIAL MEDIA We all have one stop when it comes to job seeking and hiring. Yes, it’s SOCIAL MEDIA (LinkedIn, Facebook, Twitter, Google+, Whatsapp, Instagram, Google hangouts, Pinterest, Snapchat and so on...), The acceptance and response is huge in such platforms. Everything gets noticed rapidly and spreads like fire. No wonder why we prefer staying updated on such social boards. Though job portals still dominate the hiring world, social media is no behind.  Using social media to hire is a little tricky and not all would be pro in that. But the results achieved are definitely worth the effort. Important aspect to consider here is that these platforms have different users and serve different purposes. As a hiring representative one should consider the demographics of users of each of these social media. It should be strategically thought when you are planning to hire from social media as the user base makes a lot of difference.  Let’s ...
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Avoiding Costly Hiring Mistakes There are differing opinions out there as to how much hiring the wrong person could cost a company. We’ve heard everything from $20K to 6 month’s salary. Regardless it is EXPENSIVE. But it’s not just the monetary cost to the organization; there is also the disruption to operations and the potential for damaging team morale. Here are six BRIOS recommendations to help you avoid a hiring mistake:  Clear Job Descriptions Make sure your job description is accurate, clearly defined and up to date so that a candidate can determine if the role is right for them. Previous Mistakes Learn from previous mistakes and avoid repeating them. Ask yourself why was the last person not a good fit for the job, or why did they leave? Did you provide adequate training? Salary Assessment Use award rates as a guide but get informed on market rates to be competitive. You can use salary surveys services of BRIOS , job boards and...
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5 Things You Have to Remember to Do Before Sending Your Resume. If you could choose between a beautifully tailored outfit designed to fulfil all of your fashion dreams or a ready-to-wear baggy tee from some random retailer, which would you pick? That’s a rhetorical question. You’d obviously want that tailored outfit. Did I mention it comes with bespoke pockets? Well, it does. In the age of personalization, we want everything to be made to fit us. So, why would we expect a hiring manager to want anything different when they get a   stack of resumes   in response to a job offer? Whenever a hiring manager posts a job offer, they receive 250+ other resumes on average in response. From that pile, they need to find the one diamond that shines brighter than all the others. How can you expect your resume to shine bright like a diamond? If you send in a generic resume that you didn’t tailor to the job offer? You can’t. Plain and simple. I know, you p...
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3 Strategies to Build Successful Recruitment Campaigns The aim of a job ad is to encourage the highest number of high-caliber candidates to click and apply. That’s the only moment of truth for a job ad. However, since studies have shown that an ad is only one piece of the puzzle, now is the time to stop playing the odds with talent sourcing? Candidates will be more likely to click and apply when you actively publish more online about your brand. The majority of people – 75% – are passive candidates, who could be tempted to apply for a new job if the right opportunity came along. Even if you aren’t recruiting for certain roles right now, creating an inbound talent pipeline means you will have hundreds more resumes on file than taking the reactive approach to recruitment. Winning the war for talent means bypass your competitors to find the best people, then recruiting them. This means using the three following strategies, with their respective measures of success: ...
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Avoiding the Seven Sins of Recruitment and Selection It’s often been said that our employees are the backbone of every company and organization. In other words, it’s our employees and their productivity, their innovation and their passion that helps to facilitate success in today’s global economy. Talented employees create opportunities to develop new products or services and/or enter new competitive markets. They are also called upon to fill leadership roles and to build synergistic teams. Most of the HR Professionals fail to map out each step of the way or to see how each step is interrelated to making a final determination of the most capable of all the candidates presented. Thus, mistakes can be made at any of the recruitment and selection steps resulting in unexpected and unwanted turnover as well as the potential of making a “wrongful hire.” Let’s take a moment and review some of the elements of a poorly devised recruitment process and the dangers this creates. 1. ...
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