A decade ago, Facebook was just a medium of communication to keep in touch with near and dear ones, today, it’s the largest social network, which is actively used by over 350 smartphone users and over 1.65 billion monthly users, with an expected 15-20% increment every year. In March 2016, it is estimated that over a billion smartphone users have logged in. This data shows the kind of popularity and technological shift that the world is experiencing at the moment. To empower industries with C-level talents, Executive Search Consultant are required more than ever.
The convenience to connect and chat with people across continents and subcontinents is roughly one reason to log in to the network. It is moreover a global marketplace for niche sectors like IT, engineering, beauty, healthcare, business consulting, photography to mention a few. Over 300 million users from Europe are active each month, US is no exception, as per search engine journal. LinkedIn is, being an older social network, provides a platform mainly for professional connects rather than informal chit chats. What’s even better is that, LinkedIn’s pages can be translated into 24 global languages; with a network of 106 million active users, one might not complain of not having “enough” referrals.
No wonder, our current era is experiencing a better phase of interconnection and it is not harder than before to search for leaders out of these networks, as it used to be before. But, the big question is, how to use these social networks in favor of a big organization?
To answer this question, one needs to understand the paradigm shift of behavior and culture of people in the last half-century. Every technological innovation has brought about a persuasive and broader change than ever before. The way 90s kids can summarize their childhood in the midst of cartoons, simple family dinner and customs, a 21st century youth cannot. They would simply start playing games on their iPad, rather than taking note of anything happening around them.
So, HR professional needs to observe the changes brought about by mobile communications and internet availability that has paved the way for better jobs, excellent opportunities, growth, perks and various other compensations for employees, be it be CEO or junior executives. Access to potential leaders via social networks and word-of-mouth have become hassle-free. Moreover, the paper printed CVs has been replaced byLinkedIn profiles. Sourcing has become simplified and investigating on a candidate saves a lot of time forExecutive search consultant.
Viadeo in French, Zoominfo in UK, Xing in Germany are all professional networks that help executives to build a rapport, brief, take interview and finalize a candidate after proper negotiation. Executive search consultant are highly adept at choosing the right talent as one wrong choice can lead to a disastrous move for the hiring company. Notwithstanding the various pitfalls that might follow in the path of executive search, professionals are chosen depending upon their experience, team handling capabilities, functional abilities,core expertise, soft skills and psychometric assessments.
To qualify as the “most-preferred” Executive search Firm, companies need to consider 3 points (as tips):
- A passion to research
- A strong eye for discretion
- Timely Communication
Executive recruiters are supposed to make lives of hiring companies better, rather than complicating. Communicating in a clear manner, responding on time, respecting the other’s viewpoints are a few of their qualities. HR outsourcing helps in mitigating unnecessary expenditure of hiring a recruitment team and getting delayed services. Sometimes, in-house HRs are not able to fill a gap as soon as it is required and might take longer than usual. In those crucial moments, HR outsourcing team acts as a savior and eases the burden of payroll management and recruitment, both off the shoulders of in-house team.
0 comments:
Post a Comment