Resignations happen all the time. People find better opportunities, life happens, and people move on for all sorts of reasons. Good talent leaving isn’t something to be alarmed about, but when multiple resignations occur in close proximity to each other it is time for alarm. A mass exodus of talent can happen for a number of reasons: loyal employees following a good leader, an ethical scandal that has shaken the moral compass of employees, a bad financial report that tests the confidence in the future of the company. Whatever the reason, the top priority for top executives and HR should be to limit the number of employees who jump ship to avoid losing good talent. De-escalate the conflict quickly and most times the company will come out stronger on the other side.
1) Don’t Counter. Listen and Ask When you see your best employees leaving, your instinctual move is to create a counter-offer to make them stay. It makes sense, give them an offer that you think they can’t refuse. However, don’t be so hasty. At the end of the day, a counter-offer is a power play and an unwise one at that. Most counter-offers are like throwing a dart in a dark room. Most will offer a raise or promotion, but few will hit the reason the employee is actually leaving. The reality is your employee is the one in power, and you shouldn’t exert your power to sway their decision until you know what it is they need. Instead of designing a counter that you think would sway them, listen to the reasons they are leaving and ask if there is anything that could influence their decision. 2) Call your Recruiter Immediately Whenever you battle a crisis there is always a risk for casualties. You cannot be so naïve to think that everyone will stay with you. Identify loose links and call your recruiter immediately so they can start a search for replacements. This minimizes the loss to the company and to the morale of your employees if you do lose some talent. Hiring a replacement quickly after you lose talent keeps your employees from feeling overworked for extended periods of time, fills the empty desk feeling of the office place, and brings new ideas to a stagnant workplace that can actually serve to improve the business. 3) Secure Top Talent People follow people, and there are some people you simply can’t afford to lose. You have to act quickly to make sure top talent has no inclination of leaving the company or taking other talent with them. Talk to them personally out of the office to eliminate any intimidation or pressure they may feel when talking about such issues with their boss. Make them feel comfortable and ensure them about the future of the company and the future of their career. Sometimes it may even be necessary to offer them incentives to stay such as more vacation time or a raise to sweeten the deal, but it’s worth it if it means they’ll stay. 4) Promote Worthy Employees No one is going to leave a job they just started. If you are nervous about employees following a leader then make them a leader, but only if they are ready. On average, an employee will wait at least one to two years after starting a new job to even consider leaving their position. Promoting worthy employees will inspire loyalty to the company, and even keep lower-level employees from jumping ship because they see their colleagues staying and thriving. 5) Create a Challenge The saying goes that an idle mind is the devil’s playground. From a career standpoint that rings even more true. Ambitious employees don’t like to feel stagnant, and no overachiever wants to leave loose ends. Therefore, by constantly challenging your employees to find new solutions, reach further, and follow unique ideas you are inspiring them to remain with their jobs regardless of company politics, changing leadership, or newsroom events. Keeping your employees engaged and invested in their work gives them a reason to stay on even through turmoil that may have demotivated them in slow seasons. An exodus of top talent can have far-reaching effects within the company, but quick action can easily stop a crisis if you take the right steps. However, the fact is at some point or another you will lose good talent. Keep DCAProSearch in the loop to minimize the effects of losing good employees and find talent that may even exceed what you thought possible before. Any crisis can be averted with good planning. Do you have a plan?
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Coming fresh off from the Culture Marketing Council Summit last week, I wanted to turn the focus back to the importance of diversity recruiting. The conference reinforced the principles that I have stood behind for over twenty years: that diversity in the workplace is key to full and unrestricted growth in the consumer market. However, too many hiring managers are still confused as to how diversity recruiting differs from basic recruiting efforts. Below is a quick guide explaining the who, what, when, where, why, and how of diversity recruiting.
What is diversity recruiting? Put simply, diversity recruiting is similar to normal executive recruiting except with one added element: rather than looking for a candidate who will fit the job description, diversity recruiters look for candidates who are able to do the job while also bringing multicultural perspectives to better target diverse consumers, find creative solutions, and grow the capabilities of the company. Diversity recruiters are conditioned to see past the job description and identify the experiences and perspectives your company needs to grow. Why should I hire diversity? Diversity in the office is one of the best things you can do for the growth of your company. A McKinsey report found that companies with higher racial and ethnic diversity were 35% more likely to have financial returns above their industry mean. Furthermore, diverse points of view on your team creates more innovative R&I, enhanced groupthink, real-world perspectives, cultural ambassadors, access to new markets, and new product concepts. If you want to grow as a company, the first thing you should be doing is investing in diversity. When should I be looking for candidates? No manager has time to be on the constant lookout for new talent, that’s what a diversity recruiter is for. However, you should keep your eyes open to where new talent is needed. The second you find a vulnerability within your capabilities that current employees aren’t able to fill, call your diversity recruiter. The moment you hear rumors of someone leaving, call your diversity recruiter. The instant you spot a certain perspective your team can’t seem to figure out, call your diversity recruiter. The minute you win a new account or release a new product, call your diversity recruiter. Keep your diversity recruiter in the loop on what is going on in the business and your diversity recruiter will do the looking for you. Where do I find diverse candidates? If you want to find diverse candidates you need to look in diverse places. Recruit in places that attract multicultural professionals. This includes Historically Black Colleges and Universities (HBCUs), Hispanic Serving Institutions (HSIs), diversity conferences, job fairs in minority communities, and online social media pages or forums serving minority communities. Additionally, position your brand to sponsor cultural celebrations where you may not be actively recruiting, but you will get noticed for caring about multicultural causes thus causing multicultural candidates to apply. Such celebrations include Dia de los Muertos Parades, Pride, Women’s Marches, and Black History Exhibits. How do I recruit diversity? Once you have positioned your brand to appear in diverse places, you have to encourage diverse candidates to apply. Do this by creating an inclusive and equitable environment and showcasing your DEI initiatives by sharing any awards or recognitions you have received. Showcase diverse employees on your social media and share what ways they have succeeded. Host diversity mixers where diverse professionals from various companies can mix and mingle. You want to ensure diverse candidates that they can be successful in your company, prove to them that they can because others have. For more tips on recruiting diversity download our 36-page diversity recruiting guide here. Who do I use to recruit diversity? Don’t accept a recruiter who only takes into account the skills the job calls for. You want to be sure that when you are on a search for an executive recruiter they have experience with specifically diversity recruiting. Identify a recruiter who is able to look past job descriptions and take into consideration company culture, missing links, and growth opportunities. At DCAProSearch we have over 24 years of diversity recruiting experience within the marketing and advertising industry. We have placed multicultural candidates at agencies and companies throughout the nation and helped companies expand their capabilities through diverse talent with diverse skillsets. If you still have questions about diversity recruiting please leave a comment below, message me, give us a call, or download our 36-page diversity recruiting guide because we believe that the more you know about diversity recruiting the more diverse, inclusive, and equitable our workplaces will become. Whew! You finished the interview you have been sweating for, and now all there is to do is wait to see if you got the job. Hate to break it to you but, if after your interview all you’re doing is waiting, you are lowering your chances of getting that job. If you really want the job, be proactive and show the hiring team that you are invested in the company and in this position. If you do nothing you are not giving the interviewers anything to remember you by and allowing yourself to be overshadowed by a candidate who does take these steps. While these steps may seem like basic courtesy, in a world where courtesy is a lost art, these actions speak volumes.
Thank the Front Desk Receptionist and Secretary by Name When you first arrived for the interview, you were likely greeted by a front desk receptionist or secretary who told you to have a seat while he/she calls the hiring manager. Little did you know that while this may have seemed like an innocent interaction, this was also part of the interview. Oftentimes, hiring managers are utilizing their front desk staff to screen employees outside of the interview to assess how candidates interact with people without their “interview face.” Be sure to take note of their name and make small talk with them if it seems appropriate. After the interview is over, make it a point to thank them by name on your way out and finish any conversation that may have been cut short when you were called in. Provide a Follow-up It’s essential to follow-up with your hiring manager and other interviewers after the interview. In this follow-up, first thank your interviewer for taking the time to meet with you and to provide details on the position and company. Summarize a few of the responsibilities/requirements that the interviewer mentioned and list how your experience meets those areas. End your letter by expressing your continued interest in joining their team. If appropriate, include another subject that was talked about during the interview to keep the conversation going. This means you have to keep track of what was discussed during each interview so you can provide supplemental information in your follow-up. This could include anything from asking again for the restaurant recommendations your interviewer gave you, providing specifics on your portfolio, or sending collateral of a certain project you worked on which the interviewer may have asked for. Email follow-up after the interview should be sent that same day or the day after. Keep in mind that the interviewer might be looking at this part of the process as a continuity of the interview as this is a reflection of your follow-up skills after client meetings. Send a Hand-Written Thank You Card When was the last time you received a hand-written note from a friend or colleague? Probably a long time ago. The same goes for your interviewer. Sending a hand-written note to their office is a surefire way to stand out among other candidates. Since it takes 2-3 days for snail mail to get there, this should be in addition to your timely follow-up “thank you” email. This wholesome act shows that you are genuinely invested in the company and want the position. The best part, because of snail mail, this letter will get to them a few days after the interview which puts you top of mind again. It will put a smile on the interview’s face and bring good feelings when you are brought up again for consideration. Call Your Recruiter If you were approached about this position from an outside recruiter be sure to call them the same day after your interview. They are there to help you dissect how your interview went and remind you of the steps you should be taking to make yourself stand out. Additionally, your recruiter is likely to also call the client later the next day and can relay any information you may have forgotten to mention, address any concerns you had, and continue to promote you while you are not there. Keep in Contact Whether you get the job or not keep in contact with every person who was involved in your interview process. After you get the results, send them an additional thank you and ask to keep in contact. If they liked you, they will keep you informed of other positions that open up within the company and can even serve as a mentor from within the industry. It would behoove you to build a relationship with them and keep them updated on what you are doing. Used correctly, an interview can be used as the most powerful form of networking that can open doors you may not have expected. While the interview is important, oftentimes it is what you do after the interview that has a bigger impact on whether you get the job or not. Be sure to continue to stand out before, during, and after the interview process by staying on their mind with these tips. None of these steps take too much time out of your day, but they make all the difference in how you are remembered. ---------- About DCAProSearch DCAProSearch specializes in recruiting premium multicultural and general market professionals in advertising and marketing who excel in the contemporary reflection of today's diverse cultural and digital landscape. At DCAProSearch we strive to give our clients the Distinctive Client Advantage, meaning we only present premium candidates that we are certain will strengthen your power teams. Culture Marketing is leading the way, and DCAProSearch understands that these changes require a unique talent. This is why our executive recruiters are dedicated to finding professionals with experience and passion in multicultural advertising and diversity marketing to target your specific culture market needs. When it comes to what an executive recruiter does, not many people can give you a solid definition. If you ask a client, they will tell you that we find them top tier talent for their hard to fill positions. If you ask a candidate, they will tell you we find them jobs. However, if you ask a recruiter. we will tell you that we create an ever growing talent network consisting of skilled active and passive candidates that we use to uniquely identify top candidates within that network who meet and exceed client talent needs.
Because clients and candidates alike can’t identify exactly what an executive recruiter does for them, they also miss out on so many benefits that we are able to provide. If you think that you are only getting one service out of your recruiter, think again because we are able to provide so much more. We are experts in our industry, and clients and candidates alike should be utilizing their relationship with a recruiter for more than just finding new talent or a new job. Client Tips Recruiter as an Industry Insider Having a recruiter on your side is like trading with insider knowledge, except legal. We are always on top of industry news and are tracking trends on the daily basis. After all, the signs of big industry news can always be traced back to what companies are hiring, who they are hiring, and who they are letting go. Recruiters know how to read the tea leaves, all you have to do is ask. Recruiter as a Confidant While we are ready to tell you the news on the industry, we will never spill your news. We are proudly bound by client privilege, which means you are able to confide in us about upcoming changes in leadership, a new department opening up, or other office news that you need talent for. We then are able to silently seek out candidates for you to look at before the news even breaks. Recruiter as an Ambassador Your job boards are likely to only bring you lackluster candidates who have been sending their resume to anyone who will take it. However, a recruiter is your ambassador to the passive candidate network. These are professionals who are already proven and successful in the prime of their career, but who are not actively looking. Let us be your ambassador instead of relying on outdated resume books and job boards. Recruiter as a Hiring Guide Believe it or not, according to leadershipIQ a staggering 46% of new hires are considered mis-hires within the first 18 months. The reason, faulty hiring practices. An executive recruiter can guide on improving how you screen candidates and lead you to the right choice. For example, at DCAProsearch we created our Diversity Recruiting Guide to help companies with recruiting and retaining diverse talent. Candidate’s Tips Recruiter as a Magnifier There is a difference between being an applicant and a candidate. You’re an applicant if you simply submit your resume via on online link and hope for a response. With a recruiter vowing for you, you are instead a highly sought after candidate who has more legitimacy in the eyes of potential employers because you are being backed and talked up by a recruiter. Recruiter as a Mentor Who else is going to take the time to sit down with you and go over your resume, formulate a perfect thank you letter, or review interview success tips? When you trust us throughout the entire application process we are there for you to answer any question no matter how dumb it may feel. However, that does come with a catch. The only way we can help you is if you confide in us before, during, and after the hiring process. Why, because the application process doesn’t end with the interview, there are countless other factors you need to know that we can only tell you when you build a relationship with us throughout your career. Recruiter as a Career Guide Would you want to stay held back in the 10th grade even though you’re ready to graduate to 11th? Of course not. However, that is what too many professionals do within their careers. They remain stagnant in one position, not knowing they are ready to move up in their career progression. Recruiters know where you should be in your careers and what you should be seeking as your next strategic move. Ask a recruiter if you have stayed too long, and how you can advance your career. -- About DCAProSearch DCAProSearch specializes in recruiting premium multicultural and general market professionals in advertising and marketing who excel in the contemporary reflection of today's diverse cultural and digital landscape. At DCAProSearch we strive to give our clients the Distinctive Client Advantage, meaning we only present premium candidates that we are certain will strengthen your power teams. Culture Marketing is leading the way, and DCAProSearch understands that these changes require a unique talent. This is why our executive recruiters are dedicated to finding professionals with experience and passion in multicultural advertising and diversity marketing to target your specific culture market needs. |
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April 2020
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