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Scooped by
Ann Zaslow-Rethaber
March 3, 2021 10:00 AM
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As the cheesy saying goes, there is no "I" in team. However, there are a few in "hiring mistake." Hire well and you’re more likely to have a high performing and happy team. Hire just one wrong person, commonly known as a "hiring mistake," and you’ll spend a lot of time, energy, and money trying to fix your team. In fact, one of the most expensive mistakes you can make is hiring the wrong rep. When factoring in salary, hiring costs, resources spent training, termination expenses, and productivity losses, a single bad hire can cost an organization over $380,000. In other words, as a hiring manager you want to do everything you can to bring the right candidates on your team.
Read the full article at: blog.hubspot.com
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Scooped by
Ann Zaslow-Rethaber
March 2, 2021 10:00 AM
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The coronavirus pandemic has been an epic test of character and determination for millions of people around the world. Nothing compares with the sacrifice of workers on the front lines in hospitals and other essential services. In the business context, CEOs have had to cope with extraordinary demands: for them, the pandemic has been an ultimate leadership test, according to a new report by Homayoun Hatami, Pal Erik Sjatil, and Kevin Sneader of McKinsey & Company. Over the past few months, the McKinsey partners spoke with business leaders around the globe about how they are coping both personally and professionally. Many told McKinsey about the microhabits—daily routines and ways of working—that they have adopted to help them, and their companies, weather this crisis and emerge stronger from it. Coping with the sudden shutdown of the global economy was hard enough; figuring out how to restart in such an uncertain environment is, if anything, even harder, many told McKinsey. CEOs are expected to show “deliberate calm” and “bounded optimism.”
Read the full article at: huntscanlon.com
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Scooped by
Ann Zaslow-Rethaber
March 1, 2021 10:00 AM
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The organisational practice of investing in those with potential and casting aside others who are deemed as not being able to grow is unsupported by evidence and can be harmful. Many of our youngest workers suffer from this because current tertiary education focuses strongly on developing technical skills but not interpersonal skills that help them to engage in teams and understand what their personal strengths are, writes Renata Sguario, Founder, Maxme HR and business leaders need to focus on strengths, the combination of talent, skill and knowledge, in order to build high performing teams that excel. Bringing together the right mix of individuals whose strengths complement each other is key. When it comes to the right blend of talent, focusing on an individual’s strengths has no age, gender or cultural barrier.
Read the full article at: www.insidehr.com.au
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Scooped by
Ann Zaslow-Rethaber
February 28, 2021 10:00 AM
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In our research, two-thirds of organizations that successfully changed their culture reported that they first gathered sentiment and related data from the workforce to understand how they viewed the existing culture and ascertain what they’d like the new culture to be. Too often the senior team assumes they know what the culture represents. Too often, they are dead wrong. Active and current listening today has become mission-critical for companies. The rise of the #MeToo movement, blatant and egregious corporate and executive misbehavior, ongoing political rhetoric and divisiveness, continuing concerns about bullying and racial discrimination, and the need for inclusive and psychologically safe workplaces all are contributing to a chaotic work environment. Listening to the workforce can help uncover attitudes and issues bubbling under the surface and provide early warning signals before issues become explosive and drastically effect shareholder value.
Read the full article at: chiefexecutive.net
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Scooped by
Ann Zaslow-Rethaber
February 26, 2021 10:00 AM
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A new report confirms what many HR leaders have been saying in recent years: Soft skills are critically important to employers across the workforce. According to the new report, Workplace Basics: The Competencies Employers Want, by the Georgetown University Center on Education and the Workforce, the most in-demand skills across the labor market are: - Communication
- Teamwork
- Sales and customer service
- Leadership
- Problem-solving/complex thinking
Read the full article at: hrexecutive.com
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Scooped by
Ann Zaslow-Rethaber
February 25, 2021 10:00 AM
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An accounting or finance professional aspiring to be a chief financial officer (CFO), must reflect a little to be certain they understand what it takes to become a CFO. CFO is generally the most sought-after job title to possess in anyone’s finance career. CFO is an executive-level professional financial professional who is in charge of the financial planning, record keeping and monetary health of an organisation, as well as managing the financial risk. A CFO occupies a seat near the elite of an organisation. In most cases it is just the chief executive officer (CEO) above them. For many CFOs the subsequent milestone is CEO – with the two-working hand-in-hand.
Read the full article at: www.financialdirector.co.uk
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Scooped by
Ann Zaslow-Rethaber
February 24, 2021 10:00 AM
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Investment banking is a very popular career path among MBA graduates. While roles such as trader and analyst are accessible to candidates from a wide range of financial backgrounds, an investment banker position usually requires the high-profile skills and business acumen that only an MBA can give you. If you’re interested in becoming an investment banker, here’s everything you need to know about the role and how to best prepare for it. What do investment bankers do?Investment bankers are key players in many financial institutions across the world, including world-regarded financial banks and holding companies like Morgan Stanley, JPMorgan Chase and Goldman Sachs.
Read the full article at: www.topmba.com
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Scooped by
Ann Zaslow-Rethaber
February 23, 2021 10:00 AM
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While leadership styles vary from person-to-person, great executives share a number of common, observable behaviors that support their success. 20 Characteristics Most Successful Senior Executives Have in Common:- They are competitive. They approach every business situation as a competition.
- They are dedicated to continuous improvement. They do not settle for "good enough" for their own performance or the performance of their teams. They hold themselves accountable to learning, growing and improving, and they appreciate this behavior in their team members.
Read the full article at: www.thebalancecareers.com
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Scooped by
Ann Zaslow-Rethaber
February 19, 2021 10:00 AM
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If you thought the new year would wash away problems from the past, think again! When it comes to talent acquisition, no matter what year it is, the same problem still remains: It’s hard finding skilled talent! Monster recently released its annual “Future of Work” report, and for 2021, there is some good news and some bad. We’ll start with the good! Positive Hiring Outlook in 2021According to the report, the staffing industry is overwhelmingly optimistic about hiring in 2021, with 93% of U.S. employers remaining confident about finding the right candidates. Considering the high unemployment rate, employers will have no shortage of talent to sift through when finding the right fit for the role.
Read the full article at: hrdailyadvisor.blr.com
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Scooped by
Ann Zaslow-Rethaber
February 17, 2021 10:00 AM
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Looking ahead to what is in store for the banking industry would be impossible without taking the pandemic’s transformational changes into account. Covid-19 has accelerated trends which were already underway in most industries, and banking is no exception. While the industry has been transforming for years, progress has been piecemeal as a result of regulatory complications, data protection considerations and a reluctance to change old ways. The crisis has presented banks with a golden opportunity to regain the trust lost in the last financial crisis. Here, banks have had the chance to be the “good guys” by supporting their customers throughout the current turmoil. Research from Modularbank cites tech as a key factor for UK consumers when choosing a bank.
Read the full article at: www.financedigest.com
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Scooped by
Ann Zaslow-Rethaber
February 16, 2021 7:00 AM
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How does growing your business 20% sound to you? How does it sound to do that consistently every year? Over the years, one of the things I’ve discovered in working with companies large and small is that organizations that exemplify sustained superior performance have a remarkable culture. In my last blog, we discussed how identifying and defining your company’s core values is at the heart of company culture. But, if you do not plan your core values, they will develop anyway, the results of which can be devastating. Today, let’s discuss eight practical ways to implement your core values into your organization. Implementing Your Core Values It takes discipline and diligence to create a culture. You must instill your core values in everything you do, every day, and in every way. The number one reason core values do not get ingrained in many businesses is that most senior executives do not live them. If the top three executives (e.g., CEO, COO, and CFO) are not role models, expect that the rest of the employees will not consistently exhibit the company’s stated core values.
Read the full article at: activategroupinc.com
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Scooped by
Ann Zaslow-Rethaber
February 15, 2021 7:00 AM
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Everyone can agree that potential is desirable in any employee, but what does potential actually look like in a finance professional? The answer depends on the size and culture of your organisation, as well as the specific role you’re trying to fill, but many high-potential professionals have a handful of traits in common. Robert Lamp, an Atlanta-based principal with management consulting firm Korn Ferry’s Global Financial Officer Practice, said he has seen the desired candidate profile for finance and accounting recruits shift a couple of times since 2008. After the Great Recession, he saw people turning to those with a strong technical background who had a transformation toolkit or a cost-restructuring background. In 2013 he noticed a swing in the opposite direction towards finance as a strategic leader and growth partner, with most of the technical tasks delegated to a strong supporting team.
Read the full article at: www.fm-magazine.com
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Scooped by
Ann Zaslow-Rethaber
February 11, 2021 10:00 AM
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Executives lead departments such as marketing, financing, legal, human resources, and administration, to name a few. At some stage, every organization needs to build its executive team in order to take its operations to the next level. An organization with a strong executive team is usually productive, creative, empowered, well-managed, accountable, and carries a strong company culture. Here are five types of executives found at many thriving organizations across the world: 1. Chief Executive Officer (CEO)Your CEO is the top-ranking executive at your company. They handle the most important decisions at your organization and skillfully delegate other tasks down the chain of command. However, CEOs in smaller companies are more involved in everyday operations. The right CEO can shape your company’s future, develop a good culture, and inspire the rest of the team.
Read the full article at: modvive.com
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Scooped by
Ann Zaslow-Rethaber
March 3, 2021 7:00 AM
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- If you come from a large software company, don’t implement their methodology. It isn’t going to work in a startup. Literally 100% failure rate. Let go of what you know. Listen. Learn. Adapt. And get moving. I went to a startup once where the prior VP of Sales had 13 opportunity stages with an average deal size of 6K. Nope.
- Have an open mind around hiring. Hiring folks from Oracle and SAP who do million dollar deals selling 100% into their installed base probably isn’t going to be a fit for you. In a startup, million dollar deals are few and far between. And the amount of time you have to wait for reps to “chase” those deals just isn’t worth it. You need customers. You need revenue. You need to build some repeatability. Hire great talent, not great resumes.
Read the full article at: www.saastr.com
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Scooped by
Ann Zaslow-Rethaber
March 2, 2021 7:00 AM
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There’s no doubt that Covid-19 has made us re-evaluate our lives, change our priorities and transform the way we live, work and play. “The pandemic has been a sharp reminder of the fragility of life and the importance of human connections, and we can expect to see a rebalance in work-life commitments and personal-professional priorities going forward,” says Ankur Goel, managing director for Poly India & SAARC. Poly (formerly Plantronics and Polycom) is an American communications equipment company. In a recent interaction, he lists the top five things to think about as we shape our workspaces over the next few years. Hybrid working model: 2020 saw more individuals and organisations come to the realisation that work can be done from anywhere, to a reasonable degree of efficiency. For 2021 and beyond, we expect to see organisations becoming more open to redefining what ‘work’ means. Work isn’t a place, it’s what you do, and many companies will shift to a hybrid working model.
Read the full article at: www.financialexpress.com
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Scooped by
Ann Zaslow-Rethaber
March 1, 2021 7:00 AM
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- Organisations face the unique challenge of managing the workplace expectations of five different generations while still trying to achieve their strategic goals.
- Each generation has its defining traits, which are helpful in understanding their preferred ways of working and management style.
- Millennials are set to make up 75% of the workforce by 2025, and are a crucial lynchpin to a business’ future success.
There has never been a time in history when five generations co-existed in the workforce — until now. Each had a unique set of generation-defining childhood experiences that manifested in their workplace expectations and what drives them. How much employees are motivated and engaged heavily influences an organisation’s ability to meet its targets, whether achieving a certain profit margin, undertaking a digital transformation program, or outmanoeuvring competitors in becoming socially responsible. In this era, managing the diversity of generational attributes to achieve goals can be complex.
Read the full article at: www.digitalpulse.pwc.com.au
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Scooped by
Ann Zaslow-Rethaber
February 28, 2021 7:00 AM
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This is the moment for strong, inspirational leadership. As businesses recover and rebuild themselves for the post-Covid world, the way in which CEOs lead the change will determine how successful they are. So how do you lead on the road to recovery? When we speak about rebuilding and recovery, this includes reimagining and reshaping how we lead. Our recent Decision Factors Report offers detailed insights for leaders on how to best face the challenges ahead. Read the full report. The new landscapeWhile the pandemic is still looming large, some of the dust has settled. Ten months down the road from the initial impact, we have a greater understanding of what the new landscape looks like and what may lie ahead. We know there will be more uncertainty, like logistical challenges around how we work, permanent changes to how customers buy.
Read the full article at: blog.vistage.co.uk
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Scooped by
Ann Zaslow-Rethaber
February 26, 2021 7:00 AM
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COVID-19 has impacted the world enormously and one of the main areas that has suffered is the job market. Our working practices have shifted considerably and the way in which employers are now recruiting has also had to adapt. One of the main characteristics that employers will be seeking for future roles is passion and a desire to learn. “Our attitude to recruitment has remained largely the same”, says the team at YouLovePrint, “we want people with a genuine interest in what they are doing, and with at least some understanding of the complexities of printing; you can teach someone what to do, but you can’t make them find it interesting”. But in addition to showing interest in the field, there are skills that businesses will be in need of to cope going forward. The right skills can make all the difference to a business – these are some of the key skills employers should be looking out for in the future.
Read the full article at: www.noobpreneur.com
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Scooped by
Ann Zaslow-Rethaber
February 25, 2021 7:00 AM
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If CFOs have learned anything in the past year, it’s that they must be agile and innovative leaders skilled at predicting and planning for a future that is anything but predictable. The essential skills for CFO success go far beyond mastery of the financial basics, the ability to adopt popular management practices, or even the intuitiveness to know what the CEO is thinking. Those are just table stakes. The differentiators that make for an effective CFO take place in a far wider arena: for example, the ability to provide strategic business advice, communicate effectively in new ways and to more audiences, and deploy the latest technologies for maximum efficiency and minimal risk. But what competencies and skills do CFOs, board members, and others list as the requirements for corporate and career success as a finance chief?
Read the full article at: www.cfo.com
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Scooped by
Ann Zaslow-Rethaber
February 24, 2021 7:00 AM
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In a recent study, we compared the performance of the best executive recruiters to their corporate, RPO, and agency counterparts. The results are in and here’s the short list of what the best recruiters do differently: - More high-touch, career-advisory role when dealing with candidates
- More trusted, have strong job knowledge, and are more persuasive with hiring managers so they don’t need to present as many candidates
- Recognize talent and have strong interviewing skills
- More persistent, so they engage with more top prospects, get more referrals, and close deals more frequently
- Specialists, have deeper networks and can build the target list quickly
- Better negotiators, so they focus more on career growth than compensation when discussing opportunities
Read the full article at: business.linkedin.com
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Scooped by
Ann Zaslow-Rethaber
February 23, 2021 7:00 AM
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Although it is never too late to land the job that you’ve always dreamed about, positioning yourself to achieve your goals straight out of college, trade school, vocational school, or grad school is often a bit easier. The first step is working on intentionally manifesting what you want. So, before you apply for jobs, think about exactly what you want in your new job, including details like your day-to-day activities, the company culture, the salary you’d like to make, etc. Envision it. Maybe your dream job is to be able to work remotely full time so that you don’t have to deal with the hustle and bustle of commuting to work. Or you might like the idea of having more autonomy to be more productive.
Read the full article at: medium.com
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Scooped by
Ann Zaslow-Rethaber
February 19, 2021 7:00 AM
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Diverse companies have 19 percent higher revenue, and according to Harvard Business Review, are 70 percent more likely to capture a new market. With diversity hiring a top priority for employers, the first step to building a diverse workforce is straightforward: Hire more diversified candidates. Sounds simple — but sometimes what sounds simple can be vexingly complex, finds a new report by Chicago-based executive search firm Madison Wells, which offers some ways that those on the front lines of hiring can lead the way for change. It is a big question buzzing through the business world: How do you recruit, hire and promote diverse talent — and do so legally? While 71 percent of companies say they want an inclusive culture, only 12 percent have reached a level of diversity and inclusion that could be described as mature. Creating awareness and finding diverse talent is a top challenge for organizations, but it begins with developing a targeted and well-structured internal and external recruitment strategy.
Read the full article at: huntscanlon.com
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Scooped by
Ann Zaslow-Rethaber
February 17, 2021 7:00 AM
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Learn how to improve your organization by creating a diverse and inclusive workplace.- Cultural inclusion starts from the top down. It is imperative that business leaders display inclusive behavior.
- Ask employees for feedback on how to improve your company's diversity and inclusion in the workplace.
- Cultural inclusion can improve your company culture and ultimately help your bottom line.
- This article is for employers, HR professionals, and business leaders who want to learn how to create an inclusive workplace culture.
Diversity is an important issue for any modern business. But it's not enough to hire people of different nationalities, races, genders and sexual orientations – everyone needs to feel like they are truly welcome, safe and free to be themselves in the workplace.
Read the full article at: www.businessnewsdaily.com
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Scooped by
Ann Zaslow-Rethaber
February 16, 2021 2:33 AM
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Almost one-half of employers plan to replace workers while 35 per cent hiring for new positions More than eight in 10 (82 per cent) of employers globally say that they plan to hire this year, according to a survey by Monster. Among these, 47 per cent plan to hire to replace or backfill staff while 35 per cent plan to hire for new positions. “I fundamentally believe that we will be in a better position this year, especially in the second half of 2021,” says Scott Gutz, CEO of Monster. “We should expect more jobs and more candidates participating, and a lot more activity overall.” Top industries for hiringThe top industries looking to hire for lost jobs are healthcare (59 per cent), real estate (56 per cent) and finance/banking (53 per cent). Meanwhile, tech (49 per cent) is the top industry looking to hire for new positions.
Read the full article at: www.hrreporter.com
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Scooped by
Ann Zaslow-Rethaber
February 14, 2021 7:00 AM
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The pandemic has waylaid plans and potentially derailed the career trajectories of many professionals across various industries. As the world collectively recovers from this crisis, there is an opportunity to reset career goals and emerge with a sharper focus on how to achieve success in this new environment. “The pandemic has created a feeling of paralysis, and people don’t feel they can push forward with plans at this time because things are constantly changing,” said Nicola Simpson, an executive career coach based in London. “But we should recognise that within this experience there’s an opportunity to build one’s resilience.” That means approaching your career goals differently in 2021. While the pandemic hasn’t necessarily changed the process of career planning, it has forced many professionals to be more intentional and proactive about reaching their goals, according to Jaclyn T. Badeau, CPA, CGMA, career coach and founder of Badeau Consulting LLC, based in Lexington, Kentucky, in the US.
Read the full article at: www.fm-magazine.com
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