Matthew Conner’s Post

As you look across the recruiting landscape and think about how to attract and retain your talent base, whether you are an Executive, or in charge of building a Talent Center of Excellence inside either a startup or perhaps the world’s most recognized brand, what is the biggest Risk you face today? - Hiring decisions for critical roles that do not pan out impacting your company’s current competitive position? - The value of your time, lost on those who have elected to leave the company? - Being at the mercy of a dwindling supply of high-performing talent (possibly your leaders of tomorrow) and the rising costs associated? - Unfilled roles leading to an overworked talent base fostering greater turnover? - An employment brand that does not stand out in the eyes of the talent marketplace and/or has a less than favorable market perception? - Lost opportunities to respond to and better serve your customer base due to lack of available resources? - Standing still due to maintaining the status quo and not disrupting it? An argument can certainly be made for all of the above. Each of course, ultimately ends in finger pointing. However, when you cut through the chatter, you invariably end up at the following common denominators for every point we’ve outlined: https://bit.ly/3KTdRFF #ceo #boardmember #coo #cmo #cfo #cto #vp #chro #executive #highperformer #hr #hrm #humanresources #talentacquisition #EQ #hrleader #hiring #HRTech #recruiting #technology #career #successionplanning #elitetalent #search #missionstatement #mindset #redmondresearch #executivesearch #leadership #thoughtleader #thoughtleadership #companyculture #corporateculture #assessment #assessingtalent #corporatestrategy #strategicexecution

As you look across the recruiting landscape and think about how to attract and retain your talent base, whether you are an Executive, or in charge of building a Talent Center of Excellence inside either a startup or perhaps the world’s most recognized brand, what is the biggest Risk you face today? - Hiring decisions for critical roles that do not pan out impacting your company’s current competitive position? - The value of your time, lost on those who have elected to leave the company? - Being at the mercy of a dwindling supply of high-performing talent (possibly your leaders of tomorrow) and the rising costs associated? - Unfilled roles leading to an overworked talent base fostering greater turnover? - An employment brand that does not stand out in the eyes of the talent marketplace and/or has a less than favorable market perception? - Lost opportunities to respond to and better serve your customer base due to lack of available resources? - Standing still due to maintaining the status quo and not disrupting it? An argument can certainly be made for all of the above. Each of course, ultimately ends in finger pointing. However, when you cut through the chatter, you invariably end up at the following common denominators for every point we’ve outlined: https://bit.ly/3KTdRFF #ceo #boardmember #coo #cmo #cfo #cto #vp #chro #executive #highperformer #hr #hrm #humanresources #talentacquisition #EQ #hrleader #hiring #HRTech #recruiting #technology #career #successionplanning #elitetalent #search #missionstatement #mindset #redmondresearch #executivesearch #leadership #thoughtleader #thoughtleadership #companyculture #corporateculture #assessment #assessingtalent #corporatestrategy #strategicexecution

"According to a March 2023 CEO Turnover Report, the number of CEO changes (418) at U.S. companies in the first quarter of 2023 was 6% higher than the same quarter of 2022 and 57% higher than Q422," said Teresa Hansen, managing director at Focus Search Partners, A Vaco Company. Continue reading Teresa's article to learn how to solve high C-suite turnover by prioritizing EQ in hiring: https://lnkd.in/gNadrnnp #emotionalintelligence #leadershipstrategies #eq #executivesearch #ceoinsights

As you look across the recruiting landscape and think about how to attract and retain your talent base, whether you are an Executive, or in charge of building a Talent Center of Excellence inside either a startup or perhaps the world’s most recognized brand, what is the biggest Risk you face today? - Hiring decisions for critical roles that do not pan out impacting your company’s current competitive position? - The value of your time, lost on those who have elected to leave the company? - Being at the mercy of a dwindling supply of high-performing talent (possibly your leaders of tomorrow) and the rising costs associated? - Unfilled roles leading to an overworked talent base fostering greater turnover? - An employment brand that does not stand out in the eyes of the talent marketplace and/or has a less than favorable market perception? - Lost opportunities to respond to and better serve your customer base due to lack of available resources? - Standing still due to maintaining the status quo and not disrupting it? An argument can certainly be made for all of the above. Each of course, ultimately ends in finger pointing. However, when you cut through the chatter, you invariably end up at the following common denominator for every point we’ve outlined: https://bit.ly/3KTdRFF #ceo #boardmember #coo #cmo #cfo #cto #vp #chro #executive #highperformer #hr #hrm #humanresources #talentacquisition #EQ #hrleader #hiring #HRTech #recruiting #technology #career #successionplanning #elitetalent #search #missionstatement #mindset #redmondresearch #executivesearch #leadership #thoughtleader #thoughtleadership #companyculture #corporateculture #assessment #assessingtalent #corporatestrategy #strategicexecution

Why use an executive search firm for strategic talent acquisition (e.g., executive and board seat)? In sports and business, attracting extraordinary talent is crucial for organizational success. One effective way to reach top-tier talent that's hard-to-find and who have opted out of this social media world is engaging with an executive search firm. The best search firms know where exceptional talent resides, what C-suite leaders generate top quartile returns, and guarantee results. VOLO Careers International, Inc. Americas | Asia-Pacific | EMEA www.volocareers.com HQ +1 859-523-3071 HELLO@VOLOCAREERS.COM #leadership #management #board #venturecaptial #startups #humanresources #HR #shrm #diversity #inclusion #economy #technology #engineering #stem #careers #executivesearch #CEO

#story: Influencing is a skill that will boost your career. Here is how I Influenced a Business Leader: A few years back, we launched a global reskilling initiative. There were no nominations from one of the large businesses and my team was worried. The leaders were neither responding to emails nor giving time to discuss. They had urgent & critical tasks to address. My team asked me to help. That business unit had 10+ business leaders across the world. Should I write to all of them? Should I call each of them?😟 I decided to write to the Corporate Vice President who heads the LOB (Line Of Business). I wasn’t sure whether he would respond to my email. I moved from a corporate role to the Line of business recently and haven’t yet built the credibility & trust with the leaders. Anyway, I wanted to give it a try. “I know you have a QBR (Quarterly Business Review) with a packed agenda next week. Can I get a 15-minute slot? You will be missing something big if you can't give me a slot in your QBR”, I wrote to the CVP. He immediately called me, “Dhamayanthi, what would I miss if I don’t give you a slot?”. He was very curious. “Let me first congratulate you for winning the multi-year large deal. It is a huge win. We are thrilled and excited to support you”, I said. “Thank you”, I can visualize him smiling on the phone 😇 “As per the contract, you need to fulfil 500+ positions (job roles) in 120 days in multiple countries and you are working with the TA (Talent Acquisition) team for this, right?” “yes” “You would be able to fulfil only 60% of those job roles through hiring”, I said. “Are you sure?”, he asked. “yes, I have the data to back up my claim. I did an analysis of the skills you need to hire. But don’t worry, I have a solution. I can help you fulfil 15% through reskilling employees from the bench and another 25% by reskilling employees from your own business unit. We can rotate them for the new jobs and I can help you backfill their current jobs. I have gone through your 122 unique skills requirements. I am confident about my solution.” “This is music to my ears. I am asking my secretary to give you 90 minutes in the QBR. Share your strategy and solution with my entire leadership team”, he said I was tremendously happy. “Dhamayanthi, you got 6 times more “time” with the large business unit leaders”, Keep it up 💐", I congratulated myself. I wrote in my journal that day The sure-fire way to influence others: ✅ Solve their problem (do some research; connect your initiative with their pain point & provide a solution) ✅ Talk their business language (instead of asking for training nominations, ask for nominations to fulfil their open positions) ✅ Demonstrate courage, conviction & confidence Do you like this story? Repost to help others ♻️ For those who celebrate Diwali, I wish you a very happy & prosperous Diwali 🎉🎉🎉 #leadershipdevelopment #dhamayanthi_learnings P.S. I respect you for commenting, liking, sharing & reading 🙏

Executive hiring has become even more challenging, with many turning down the offers. A recent example of a global steel-bird facing issues in onboarding a leader is a known fact, and such developments raise questions about the organizations past/the agenda that demands extensive experience/rigour in some cases not just to turnaround around profitability for stakeholders but also to uphold the integrity aligned to the brand promise. Could these factors also be a reason as to why many are turning down executive offers? Well, executive hiring involves many aspects, from strategic/operational fit to addressing immediate contextual challenges with a sense of urgency that the organizations may not have encountered before. Assessing an executive based on their accomplishments and what they could achieve is an art one needs to hone, refining many factors with experience and exposure. Giving due consideration to culture add/ fit applicable to the unique context and striking the right balance between data-driven and intuition-driven assessment becomes the pivot for such an executive hiring process.  As the pace of business is accelerating like never before, the leadership mindset and relentless agility have become the key differentiators, besides the willingness to take up challenges linked to time, effort and achievement orientation. Hence, it is prudent to have a holistic view when assessing an executive, helping the organization increase the odds of success with decisions, as hiring has always been a two-way deal. #leadership #recruitment #hiring #CEO #CXO #management #hr #talent #business

As you look across the recruiting landscape and think about how to attract and retain your talent base, whether you are an Executive, or in charge of building a Talent Center of Excellence inside either a startup or perhaps the world’s most recognized brand, what is the biggest Risk you face today? - Hiring decisions for critical roles that do not pan out impacting your company’s current competitive position? - The value of your time, lost on those who have elected to leave the company? - Being at the mercy of a dwindling supply of high-performing talent (possibly your leaders of tomorrow) and the rising costs associated? - Unfilled roles leading to an overworked talent base fostering greater turnover? - An employment brand that does not stand out in the eyes of the talent marketplace and/or has a less than favorable market perception? - Lost opportunities to respond to and better serve your customer base due to lack of available resources? - Standing still due to maintaining the status quo and not disrupting it? An argument can certainly be made for all of the above. Each of course, ultimately ends in finger pointing. However, when you cut through the chatter, you invariably end up at the following common denominators for every point we’ve outlined: https://bit.ly/3KTdRFF #ceo #boardmember #coo #cmo #cfo #cto #vp #chro #executive #highperformer #hr #hrm #humanresources #talentacquisition #EQ #hrleader #hiring #HRTech #recruiting #technology #career #successionplanning #elitetalent #search #missionstatement #mindset #redmondresearch #executivesearch #leadership #thoughtleader #thoughtleadership #companyculture #corporateculture #assessment #assessingtalent #corporatestrategy #strategicexecution

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✨ What drives your passion in your career? ✨ Reflecting on this question has been an intriguing part of my journey since the inception of my consultancy last year. With a steadfast dedication spanning over two decades in the recruitment industry, my passion and love for the industry, remains undiminished! 👉 I specialise in providing transformational consultancy services to national and international recruitment agencies. My focus lies in streamlining operations, reducing overheads, enhancing processes, and guiding expansion into new horizons for these businesses. 👉 Having served as a COO, I've navigated organisational changes first hand, overseeing restructures, establishing centralised support functions, and orchestrating comprehensive tech upgrades. 👉 I empathise with the pressures executives endure in meeting performance benchmarks and exceeding budgets. The challenge of time, resources, and strategic initiation resonates profoundly. Throughout my journey, collaborating with leading tech providers, and other supplier partners has been enlightening, shaping my expertise through lessons learned from past mistakes. My mission now is to leverage this experience, aiding recruitment leaders in achieving their transformation goals. Witnessing both the growth and success of their business as well as their teams, fuels my purpose profoundly. ✨ What ignites your drive? Share your insights below! 👇 #changemanagement #recruitmentindustry #transformation