Leadership Hiring Strategies

Just a decade ago or so, organizations had only a few options when it came to hiring senior leaders and professionals. For the most part they could use internal recruiters, external headhunters, newspapers or employee referral. The late 1990s gave birth to the large Internet job board. From there, specialized websites emerged that focused exclusively on six figure hires. More recently, hiring managers are exploring the use of Web 2.0 and social networking tools. But traditional or new, which of these alternatives works best? Which delivers the best candidates at the lowest cost and requires the least investment of time on your part?

And at a high level - what about the 100k+ hiring segment. How large is it? How important is it? Does one solution fit all or should organizations now dedicate a specialized solution to this category.

Join us as we unveil new HCI research into 100k+ Hiring. We'll share the results of our survey and interviews in which hundreds of recruiters shared their experiences with traditional and new recruiting tools. You'll learn what's best, what's most promising and which methods deliver the best bang for the buck. more »

The economic recession spotlights how critical hiring and retaining the best leadership talent is to an organization. The financial meltdown, perhaps, could have been prevented had executives at the Wall Street banks demanded stronger corporate governance and led with sharper business acumen.

Clearly, recruiting the right leaders is paramount to the success, or failure, of any organization. Yet executive recruiting at many companies is still run like the good ol' boys club: the focus is on who you know rather than what you know. How can today's recruiters ensure the best leadership is hired? more »

The role of the corporate executive entails significant risk and responsibility, and as such, organizations must appropriately align their compensation practices to attract, retain and reward the best players. In even the most robust and healthy economic scenario, this process is work intensive and must be creative. These pay practices are even more complicated in tough financial times, when every line item on a budget is scrutinized internally and is subject to shareholder, committee or board review and recommendations.

Yet, if a business is to continue, it must hire and retain leadership. What strategies are innovative employers using to lure top leaders to their executive ranks? In this webcast we'll discuss creative offerings to the executive suite like flexible work schedules, individual and team incentives, pay-for-performance models, short- and long-term approaches, and executive value propositions. more »

In a flat world, mobility is a top line-item on an executive's resume. An organization must rely on its ability to transplant genius when trouble spots occur, and global assignments are increasingly common among leadership development. Also increasing are the costs of this mobility, and loss of investment is particularly worrisome.

Faced with fluctuating currencies and declining real estate markets, employers are rightly wary about the risk associated with executive relocation. Having a robust reassignment policy that couches loss is essential given the nature of our world economy. In this webcast we'll discuss how recruitment leadership can invigorate and strengthen relocation practices. more »