Jennifer Gomez, who recently was named hedge fund practice head at David Barrett Partners, believes things are looking up for executive search firms with a focus on hedge funds, investment banks and the like.
Although overall unemployment is high, there are critical shortages of workers for some key positions. These shortages can drive higher turnover, long job searches and higher salaries. Here is a plan for determining your organization’s key critical positions—the foundation for your talent management strategy now, and in a rebounding economy.
Commentary: Take it from someone who once had to rely on weekly job fairs in strip malls to fill open positions at a fast-growing chain: There’s a better way to hire, thanks to the unlimited recruiting potential of social media’s holy trinity—Twitter, Facebook and LinkedIn.
Most companies don’t know there is a problem, and it’s those very companies that are spending billions of dollars per year on recruitment advertising.
Commentary: If you want alignment with the business, there’s no better way to get it than to force everyone in HR to recruit for the client group they serve.
With hiring picking up, recruiters are asked to recalibrate upper-management teams and find leaders with skills and strengths drastically different from the CEOs who manned them before. What those companies want: no-risk turnaround specialists with corner-office experience and impeccable professional and personal records.
Recruitment process outsourcing has grown about 3.5 percent so far this year, but one analyst predicts growth will hit 12 percent in 2010.
Hiring is still “very static and lethargic” an executive recruiter says, but he does not expect the situation to remain stagnant for long.
With recruiting staffs running on fumes and vast numbers of workers applying for every open position, employers are cutting sourcing down to dangerously low levels.
The recession—and with it corporate wariness toward business travel—has dampened the market for confabs related to people management.