1 Followers
22 Following
BrainWorks

BrainWorks

The Unique Challenges of C-Level Hiring and How Executive Recruiters Can Help

For a relevant window into the unique challenges and importance of executive and C-level hiring, consider ecommerce recruitmentA robust online presence, particularly for any consumer products company, is now not only necessary for maintaining and expanding market share, but is also increasingly necessary for keeping the doors open. That makes attracting STAR talent for your next VP of Digital Marketing crucial.

 
The fact is, the stakes are so much higher for executive and C-level hiring. New executives, for better or worse, are likely to set the course for the whole department and can have a huge impact on ROI. Hiring a new executive comes with some challenges, but fortunately isn’t something you have to go at alone.

Challenge: Identifying the Relevant Accomplishments and Skill Sets for the C-Level Candidate

One of the biggest hiring mistakes any business can make when hiring for C-level positions is relying on the “post a position and sort through resumes” staffing strategy. The best executive candidate in the resume pile is almost certainly not the STAR talent the position requires. In-house hiring is prone to miss out on the importance of in-depth performance analysis, relevance of past accomplishments, and functional industry experience. 

Past performance can look great on paper, but is it truly relevant, or did a candidate just put the right keywords on their resume? What’s the trend of their performance over their career history? Can any business justify risking their financial future on not using an experienced executive recruitment firm that knows how to get the answers to those questions? A boutique recruiting firm with industry specialization will create individualized recruiting strategies to ensure your next executive hire doesn’t only have the ability to manage and problem solve, but also will have the drive, personality, and cultural fit needed to thrive within your organization.

Challenge: Top-Tier Talent Is Probably Already Employed Elsewhere

Consider the internal hiring process of a CPG business engaged in C-level data science and analytic recruiting for a VP of Analytics position. They put up postings and received applications. The thing is, true STAR talent generally doesn’t stay on the job market long, and the best executive candidates probably aren’t actively looking for work. The chance that the perfect hire is going to be waiting in a stack of resumes is slim. You don’t want the best candidate that directly applied, you want the STAR C-level talent who is ready to advance their career and help your business thrive. So, if the best candidate for the role is already working somewhere else, how do you find them? Partner with an executive recruiting firm with the sourcing skills and deep industry networks and relationships necessary to vet and uncover your next STAR executive hire.

The Benefits of Professional Recruiting Firms

It’s shocking that a company would rely on internal hiring strategies for their executive and C-level positions. Especially when you need an active recruiting strategy to find the top talent needed for a leadership role, rather than the passive approach of waiting for the best talent to come to you. The best boutique executive recruiting firms are industry experts and have established deep relationship networks with STAR talent in your field over their decades of experience. They know, or can leverage their deep industry networks to find out, which top talent in your industry would be open to making a career change.

Using their proprietary processes, the best recruiting firms will evaluate who has the most relevant experience, the right set of necessary skills, applicable performance metrics, and who would be a perfect culture fit. Those networks and that insight will have been developed over decades of applying proprietary processes for sourcing and vetting the best of the best. Ask yourself: Can any business afford not to partner with industry recruiting experts? An experienced recruiter will see your C-level and executive hiring process through from start to finish.

About BrainWorks

BrainWorks has earned a reputation over the past 28 years as a leader in the executive recruiting industry. Their recruitment strategy combines their suite of proprietary recruitment solutions with a wealth of business intelligence. The BrainWorks recruiting process combines tools such as the Seven Traits to Assess Results (STAR) system, Talent Evaluation Process (TEP), and Talent Acquisition Profile (TAP). They have a professional team of recruitment experts. When looking for consumer product professionals, don’t just look for any recruiter—look for a long-term partner with experienced data science recruiters and C-level executive recruiters across industries. BrainWorks’ Practice Areas include Consumer Products, CRM, Data Science, Analytics, Finance, IT, Private Equity, Digital Marketing, and ecommerce. 

Learn more about how BrainWorks can partner with you to fill your next executive level position at Brainworksinc.com

 

Original Source: http://bit.ly/2WWsHRJ

How Much Is Mediocre Talent Costing Your Business?

Replacing a senior-level employee can be a daunting ordeal. Experienced executive recruiters have their pulse on the job market and within your industry. Before your search begins, take the time to identify the job requirements and the skill set necessary to be successful. Having a conversation with a professional recruiter can help you fine-tune the “must-haves” that you have outlined and uncover the other essential qualities that perhaps you haven’t articulated out loud. If you do not do your preliminary “homework,” you risk hiring a good candidate but not the best talent. The mediocre hire can be a costly mistake that your business cannot afford.

              
When you partner with an executive recruiting firm that understands the nuances of the position and the culture of your company, their team can uncover and source the perfect STAR to complement your team. Your next hire is most likely not looking to make a job change and therefore their resume will not be in the pile of those that will apply directly to a job posting. Can you afford not to use an experienced recruiter to partner with you to fill that executive-level opening?

Ecommerce or Bust

Consumer products companies have had to stay current by expanding their online presence or risk losing market share or worse—going out of business. A recruiting firm that has experienced ecommerce recruiters can partner with you to source and vet your next VP of Digital Marketing or Chief Marketing Officer to expand your ecommerce marketplace. The recruiter can assist you in setting up the metrics to evaluate the performance of those you want to interview. A resume sometimes is not the best indicator of success for the position and cannot replace the in-depth vetting that a recruiter can provide for you. It is short-sighted to eliminate using a recruiter because you cannot fathom paying a fee for their services. But, actually hiring STAR talent is your best ROI—can you afford not to hire a recruiter? 

Hiring a Recruiter Really Is Cost-Effective

A boutique recruiting firm has the specific tools and knowledge unique to your industry. If you are looking to hire an experienced product management professional for your new product launch, why not choose a firm that has a team of product manager recruiters? Choose a firm that has established networks and the sourcing skills to find the ideal candidate the first time. Let them handle the heavy lifting, vetting potential candidates and helping you develop interview questions. Using experts to find your C-level executive candidates can dramatically decrease the chances of a bad hire, and even a good hire—ensuring that you get a great hire. 

About BrainWorks

BrainWorks has earned a reputation over the past 28 years as a leader in the executive recruiting industry. Their recruitment team combines their suite of proprietary recruitment solutions with a wealth of business intelligence. The BrainWorks recruiting process combines tools such as the Seven Traits to Assess Results (STAR) system, Talent Evaluation Process (TEP), and Talent Acquisition Profile (TAP). They have a professional team of recruitment experts. When looking for consumer product professionals, don’t just look for any recruiter—look for a long-term partner with experienced CPG recruiters. BrainWorks’ Practice Areas include Consumer Products, CRM, Data Science, Analytics, Finance, IT, Private Equity, Digital Marketing, and ecommerce. 

Learn more about how BrainWorks can partner with you to fill your next executive level position at Brainworksinc.com

 

Original Source: http://bit.ly/2WHcFuK

Why Using a Talent Recruiter Is Better Than Resume Aggregators

Resume aggregators are programs that look through resumes uploaded to the internet, sort them according to specific metrics and keywords, and select appropriate resumes for a human to review. They are systems that can be fraught with false information. Also, qualified candidates could be filtered out by mistake due to user error or missing keywords from the profile. When looking for C-level STAR talent, these oversights could prevent a company from finding the perfect candidate. Meanwhile, executive recruiting firms sift through candidates with a fine-toothed comb, using their considerable experience to find the absolute best person for the job. The best recruiters source their candidates from an established industry-specific network, not just culling through resumes on job boards.


 

Industry Experience

When you are looking for ecommerce recruitment, you want someone with industry experience to evaluate candidates. A resume or profile on LinkedIn only judges based on metrics and keywords. It can’t quantify or qualify, but only looks for what the resume includes on the surface. The computer program does not know what makes a good Chief Marketing Officer or Director of ecommerce. Instead, you want a human looking at the resumes during the entire process, rather than letting a computer determine which resumes the hiring manager sees.

How, then, do the resumes end up on the hiring manager’s desk? The best executive recruiters have a shortlist of potential candidates, whether they are currently looking for a new role or not. Part of this is based on networking, the other part is knowing the industry. This is why industry experience is important for any recruitment firm. The most talented recruiters have the sourcing skills needed to find and assess top-tier talent.

Skill Evaluation

Recruiters have the tools to evaluate and rate candidates. Research has shown that most hiring decisions are based on insufficient and emotional conclusions made early in the hiring process leading to unsuccessful hires. Are the skills listed on a candidate’s resume even relevant for the job? Is their experience relevant? What if they had the title of the job that technically fills all the boxes of what is needed, but are missing the soft skills you’re looking for?

A resume culled from an aggregator may miss the subtle differences of skill and experience. A human recruiter with industry-specific expertise can evaluate the candidate far better than an algorithm. For example, when doing analytic recruiting, has the candidate performed relevant data analysis with the tools of the trade? Have they been analyzing data from a relevant industry? A Boolean string may not be able to differentiate the necessary requirements.

Negotiating and Onboarding

An experienced recruiting firm with data science recruiters, will continue evaluating talent and assisting with the hiring process. The best will even help your team develop relevant interview questions. When it’s time to extend an offer to a prospective executive in your data analytics department, a specialized C-level recruiting firm will know the industry and what is a competitive salary. They can also help carry out some of the initial negotiation. Then, the top recruiters continue to communicate during the onboarding process to provide transition and relocation coaching as necessary.

About BrainWorks

Over the past 27 years, BrainWorks has earned a reputation as a leader in the executive recruiting industry. Their recruitment team pairs a wealth of experience with their suite of proprietary recruitment solutions. The BrainWorks process combines tools such as the Talent Evaluation Process (TEP), the Talent Acquisition Profile (TAP), and the Seven Traits to Assess Results (STAR) system with their skill, commitment, and personal expertise. This combination allows BrainWorks to stay a cut above the rest as CPG recruiters and C-level executive recruiters across a range of industries. BrainWorks’ Practice Areas include Consumer Products, Digital Marketing, ecommerce, IT, Private Equity, Data Science and Analytics, CRM, and Finance.

Learn more about how BrainWorks can find the executive you need, at Brainworksinc.com

Original Source: http://bit.ly/2IHC5Tj

What to Look for When Choosing a Recruiting Firm

When it comes to hiring for top positions, a recruiting firm can be the best tool at a company’s disposal. C-level, executive, and product manager recruiters can help identify STAR talent quickly, bringing experience and expertise to the recruitment process. All of that, however, is incumbent on working with the right firm. The right partner in any recruiting process will demonstrate an in-depth knowledge of your industry, will have a comprehensive understanding of the requirements of the position, and will be experienced in sourcing and vetting STAR candidates. Here are a few more ways to identify the best recruiting firm for your needs.


 

Proprietary Recruiting Processes

Any successful recruiting firm will have developed and implemented a series of proprietary recruiting processes. In addition to a process for sourcing, they should have specific strategies for vetting candidates and preparing both the client and candidate for interviews. Ask for specifics about a recruiting firm’s plan of action. Ask about how a firm responds to your specific needs and priorities, how they search, how they vet candidates, and how they integrate their work into your internal interview process.

Focus on Fine-Tuned Recruiting

When an organization is hiring for ecommerce executives, they should be contracting with experienced ecommerce recruiters. The right recruiting partner for your business will have a team that’s knowledgeable about your industry and will have experience filling the positions you need. An experienced recruiter will help you hire top-level talent, a necessity in the fast-growing ecommerce marketplace. The difference between a good or great hire will show up in the bottom line—do you want average results or exceptional?

Commitment to True Partnerships

There’s only one way for a recruiting firm to come to understand the specific needs and priorities of the position in question—to establish a true partnership with you and your company. Communication between the hiring manager(s) and recruitment firm is the key to a successful hiring process. The hiring manager needs to be able to define clearly and openly the responsibilities of the position, and what strengths and attributes are essential for the incumbent to possess. The recruiting firm needs to outline the expected timeline for the hiring process, their strategy for sourcing, interviewing, negotiating the offer and assisting with onboarding. When you partner with a recruiting firm that values an open line of communication, the end results will be more successful, less stressful and without roadblocks for securing top talent for your organization.

About BrainWorks

Over the past 27 years, BrainWorks has earned a reputation as a leader in the executive recruiting industry. Their recruitment team pairs a wealth of experience with their suite of proprietary recruitment solutions. The BrainWorks process combines tools such as the Talent Evaluation Process (TEP), the Talent Acquisition Profile (TAP), and the Seven Traits to Assess Results (STAR) system with their skill, commitment, and personal expertise. This combination allows BrainWorks to stay a cut above the rest as CPG recruiters and C-level executive recruiters across a range of industries. BrainWorks’ Practice Areas include Consumer Products, CRM, Data Science, Analytics, Finance, IT, Private Equity, Digital Marketing and ecommerce.

Learn more about how BrainWorks can find the executive you need, at Brainworksinc.com

Original Source: http://bit.ly/2mtQtGI

Three Ways a Great Executive Recruiting Firm Contributes to the Hiring Process

Hiring STAR talent for executive, managerial, and C-level positions is an investment in a business’s future that will always pay off—with the right candidate. One of the best ways to identify that talent is with an insightful, results-focused interview and hiring process run by an experienced team. The best way to manage that process is to partner with a boutique executive recruiting firm with industry specialization. So if you’re hiring an executive for your ecommerce organization, for example, you should partner with a firm with ecommerce recruiters to snag the ideal candidate.

Here are three ways the best recruiting firms will create a smooth, successful hiring process.

Planning the Interview Questions

The best executive recruiting firm for your business will know your business—the industry that your company lives and breathes every day. Your recruiting partner should live and breathe it too. There are interview questions in particular that a truly experienced recruitment team can assist with: questions which reveal practical performance indicators, those which are specific to the position itself, and questions around assessing the cultural fit of the candidate.

The right interview questions require industry-specific knowledge, but also the expertise of a recruitment specialist. Skilled executive recruiters know how to formulate questions that strike at the heart of the needs, pain points, and requirements common to executive positions. Industry specialists combine that recruiting knowledge with a significant understanding of the particular job descriptions and requirements of a job specialization, such as consumer insights, ecommerce, or digital sales and marketing.

Coaching and Working with the Interviewers

Beyond an executive recruiting firm devising a strategy for developing insightful questions to assess skill sets and accomplishments, their input on the interview process can prove invaluable. For instance, they’re great at mitigating interviewer bias. It’s natural for internal executives to possess certain biases about what sorts of candidates they feel are ideal for a position. While they certainly possess excellent insight, without thorough recruiting training, these biases can result in hiring the wrong candidate—especially if you’re hiring for a new role that hasn’t existed in the company before.

If you’re starting a brand-new analytics department, for example, there may not be enough internal knowledge about data science to make a fully informed choice. A data science and analytic recruiting team that’s accustomed to placing analytic professionals can coach interviewers to resist indulging in that sort of bias while focusing on industry-specific interview strategies.

Relaying Feedback From Candidates

The frequency and quality of communication between employers and candidates can make or break an application process. Breakdown in communication are rarely a result of bad faith but could be due to genuine misunderstandings. They could be misunderstandings during the hiring process, or of the position and its responsibilities, or assumptions about knowledge that one side considers common, or given. An executive recruiter acting as an informed, experienced liaison supports the best interests of the employer and the candidate and is an irreplaceable asset during the whole process.

About BrainWorks

BrainWorks has spent the past 27 years earning a reputation as a leader in the executive recruiting industry. The BrainWorks recruitment team achieves success by pairing a wealth of experience with their suite of practical, proprietary recruitment solutions. These include the Talent Acquisition Profile (TAP), the Talent Evaluation Process (TEP), and the Seven Traits to Assess Results (STAR) system. Using these tools, combined with their skill, commitment, and personal expertise, BrainWorks stays a cut above the rest as C-level executive recruiters in a range of industries. In addition to being talented product manager recruiters, BrainWorks’ Practice Areas include IT, Digital Marketing, ecommerce, Data Science and Analytics, Finance, and Private Equity.

Find out more about how BrainWorks can place the executive you need, at Brainworksinc.com

Original Source: http://bit.ly/2LrNeIk

An Executive Recruiting Firm Helps You Identify These Crucial Skills in STAR Talent

Finding the right mix of crucial skills when recruiting STAR talent for a C-level or executive position is a balancing act. It requires experience in the industry to understand which skills are most crucial to success. This is where an executive recruiting firm can help your company find the best candidate for the position. The following are skills that factor into the recruitment process.


 

Leadership

Leadership requires experience. A company may have made money, but would employees want to work under the executive again? For example, if you use CPG recruiters to find a Vice President of Operations or a sales and marketing executive, you will need a candidate who has been proven to lead teams effectively. An executive recruiting firm with specialization in the consumer packaged goods industry will have a dedicated team with years of specific sourcing experience. They will know not only what makes a great leader, but what makes a great leader in that particular role and industry. They look beyond the resume and assess a candidate’s ability to manage the strengths, weaknesses, and motivations of the employees under their supervision.

Communication

An executive-level recruit needs to have two different types of communication skills: the ability to communicate with their team interdepartmentally within the company, and the ability to communicate externally, with clients and service providers. Ecommerce recruitment often involves finding candidates for marketing positions, such as a Director of CRM, a Social Media Manager, or a Vice President of Digital Marketing. These positions require an additional level of communication: with targeted audiences, potential customers, and existing customers. These roles, in particular, require communication as a primary skill set.

Technical Skills

C-level executives must have the right skills for their industry. Data science recruiters will look for candidates with an in-depth knowledge of analytics and big data. These skills would translate to candidates for a Director of Marketing Analytics or a Manager of Data Science. Regardless of their industry, they need technical skills and literacy, an understanding of how technology impacts their company, and how to best utilize this knowledge. An understanding of other core business functions, such as sales, marketing, and finance, can inform how a candidate uses their technical skills holistically to grow the company.

Strategic Thinking

Strategic thinking, competitive strategy, and the ability to efficiently execute a plan can be the difference between an adequate C-level candidate and STAR talent. Understanding how details translate to a bigger picture and then mobilizing teams to foster growth using a developed strategy can lead to more customers and profit. These skills are vital for recruiting in the market research and consumer insights industry. Customer Insights Directors, Market Research Directors, or Vice Presidents of Customer Insights & Analytics use these skills every day, and recruiters need to be able to determine who has the skills to create viable strategies. This can only come with experience.

About BrainWorks

BrainWorks has spent the past 27 years earning a reputation as a leader in the executive recruiting industry. The BrainWorks recruitment team achieves success by pairing a wealth of experience with their suite of practical, proprietary recruitment solutions. These include the Talent Acquisition Profile (TAP), the Talent Evaluation Process (TEP), and the Seven Traits to Assess Results (STAR) system. Using these tools, combined with their skill, commitment, and personal expertise, BrainWorks stays a cut above the rest as C-level executive recruiters in a range of industries. Their Practice Areas include IT, Digital Marketing, ecommerce, Data Science and Analytics, Finance, and Private Equity.

Find out more about how BrainWorks can place the executive you need, at Brainworksinc.com

Original Source: http://bit.ly/2lNChHT

Why Working With a Boutique Executive Recruiting Firm Is a Worthwhile Investment

A top-level recruiting firm should do more than just find candidates. Candidate sourcing is an involved and complex process, far more in-depth than just discovery. A full-service recruitment process includes specialized vetting and expert insight from industry professionals employing proprietary recruitment solutions. That’s what makes a partnership with an experienced recruiting firm specializing in executive and C-level placements so useful. Whether it’s ecommerce or data science and analytic recruiting for a CPG corporation, a niche executive recruiter is a hiring manager’s best friend throughout every stage of the hiring process.

 


Forming a True Partnership

When you’re looking for an executive recruiting firm with a full-service process, from the candidate search to on boarding (and beyond), the key is to find one that emphasizes the formation of true partnerships. Informed and open communication between the employer, the recruiting firm, and the STAR talent you need is vital for a successful hiring dynamic. For partnerships with the highest chance of success, it’s best to work with a recruiting firm with specialized expertise in your specific industry.

Finding STAR Talent

An experienced, communicative executive recruiting firm is an invaluable asset every step of the way. Sourcing STAR talent is the core of the process, but the right niche recruitment firm is likely to have much more success than a less specialized counterpart. A firm with a dedicated ecommerce recruitment team, for example, is going to know the industry’s landscape exponentially better than one without that specialty. They’re going to have connections, know the competitors in the industry, and be able to source and assess the top talent most likely to flourish.

Vetting and Interviewing

The most successful boutique executive recruiting firms have developed detailed, effective proprietary tools for sourcing and vetting candidates. They will work with the hiring manager to plan the interview questions around the specific responsibilities of the position and expectations for the candidate. They’ll consider and discuss company culture, corporate values, and goals. The experienced recruiters within the firm will incorporate feedback from both the candidate and the hiring manager to fine-tune the process and avoid miscommunication.

Hiring, Negotiating, and Making Offers

With their thumb on the pulse of the industry they specialize in, a niche executive recruitment firm can offer valuable industry insight. They’ll be aware of industry salary and benefit negotiations, and what the best candidates will likely expect. The best and most effective industry recruiters will also be there to assist with offers and counteroffers, providing an invaluable service during the hiring process.

Onboarding

Finally, the best executive recruiting firms will be there to ensure that the STAR talent hired experiences a smooth transition into the role. They’ll assist with any necessary relocation needs and provide transition coaching. Additionally, a reputable, niche C-level recruiting firm will act as a liaison, optimizing clear communication between the candidate and employer during the process—and that is an absolutely invaluable contribution.

About BrainWorks

BrainWorks has been a leader in the executive recruiting industry for 27 years. To achieve success, the BrainWorks recruitment team pairs experience with a suite of practical, proprietary recruitment solutions. Those solutions include the Seven Traits to Assess Results (STAR) system, the Talent Acquisition Profile (TAP), and the Talent Evaluation Process (TEP). With these tools, as well as their skill, commitment, and expertise, BrainWorks remains at the top of their game as executive and C-level recruitment industry leaders. They specialize in ecommerce, CPG, IT and Data Engineering, Consumer Insights, and more. Additionally, their experienced team of CPG recruiters is second to none in the industry.

Find out more about how BrainWorks can place the executive you need, at Brainworksinc.com

 

Original Source: http://bit.ly/2MFuwPy

Retention: Landing C-level and Executive STAR Talent Is Not the End of the Process

Employee retention is extremely important. Particularly the retention of STAR talent in executive, managerial, and C-level positions. While a competitive salary and great benefits are often sufficient to attract top talent, retention can be a good deal more complicated.

 


That’s particularly true in competitive roles filled by ecommerce recruitment firms, for instance. Top talent often know what they’re worth and what they contribute. And for STAR talent in C-level positions, it takes more than the basics to ensure solid talent retention. Company culture, management style, and next-level benefits often have a significant impact on whether top talent stays or goes. Here are some ways to ensure that you hire and retain STAR talent for your executive team.

Find an Executive Recruiting Firm Committed to True Partnerships

It’s important to work with a recruiting firm with experience placing candidates at the executive level. A C-level recruiting firm that emphasizes true partnerships with a focus on not only finding the top talent, but also working as a link between the employer and candidate, is essential. A truly effective executive recruiting firm doesn’t just present candidates to the hiring manager. They are a partner and functional consultant during the candidate search, interview process, handling of offers and counteroffers, possible relocation, and orientation. And after the candidate is hired, a committed recruitment partner follows up to ensure all parties are satisfied. It’s an essential step the best recruiting firms will take to help ensure satisfaction and iron out any possible issues that could impact retention.

Seek Out a Reputable, Specialized Recruiting Firm

The cornerstone of an effective retention strategy is working with a reputable, experienced, specialized recruiting firm. The most effective executive recruiting firms have experienced, niche recruiting teams for specific fields. If you’re looking to hire a Sales or Marketing executive for your CPG corporation, for instance, you’d have the most success partnering with a firm featuring professional CPG recruiters. The simple fact is that you need industry professionals and specialists in order to source and evaluate the best talent for your field. Professional recruitment teams with specialized knowledge have the insight and skills necessary to source and assess true STAR candidates.

Document Extremely Clear Responsibilities

Partnering with an executive recruiting firm for hiring is just the first step to maximized retention. A partnership takes effort from both parties, and it’s important to provide your partner with as much information as possible to ensure success. A clear description of a position’s responsibilities is crucial and an additional way in which a quality executive recruiting firm is indispensable. They will work with you to fully outline and communicate your needs and the position requirements. Job description and responsibility delineation is about what isn’t expected, as well as what is expected, of a candidate. Nothing leads to burnout and dissatisfaction with a position faster than someone feeling that they’re taking on responsibilities and tasks outside their expected position’s parameters.

Give Them the Tools They Need

The expertise that specialized recruiting firms possess in a field gives them insight that can just about make every feature of the hiring process easier and more efficient. A good example is input on how best to provide talent with the tools they require for a position. As is the case with job description misunderstandings, feeling that you’re not being given the tools (or leeway), necessary to perform a role can negatively impact retention. A specialized, partnership-emphasizing executive recruiting firm is an invaluable resource for working with candidates to understand the resource allocation required for them to perform their roles to the best of their ability.

About BrainWorks

BrainWorks has been a leader in the executive recruiting industry for 27 years. To achieve success, the BrainWorks recruitment team pairs experience with a suite of practical, proprietary recruitment solutions. Those solutions include the Seven Traits to Assess Results (STAR) system, the Talent Acquisition Profile (TAP), and the Talent Evaluation Process (TEP). With these tools, as well as their skill, commitment, and expertise, BrainWorks remains at the top of their game as executive and C-level recruitment industry leaders. They specialize in ecommerce, CPG, IT and Data Engineering, Consumer Insights, and more. Additionally, their unmatched team of data science recruiters focuses on placing analytics professionals and data scientists in an impressive range of fields.

Find out more about how BrainWorks can place the executive you need, at Brainworksinc.com

Original Source: http://bit.ly/2Ki1rHd

Why Hiring Data Science and Analytics Experts Is an Absolute Necessity

There was a time when only Fortune 100 corporations employed data scientists. Not too long after that, businesses and corporations of all sizes began contacting data science recruiters to mine the wealth of big data as well. Despite the uptick in the leveraging of data science professionals, for most medium and even larger businesses, it remained something of a rarity and a luxury that would be great to incorporate but not a financial priority justifying the investment. That has changed. Data science is now a must for any business hoping to be competitive in this data-driven market.

 


The Importance of Data Science

Data Science and the culling of big data has become more important as businesses want to make sense of volumes of data about their customers, products, and services. This information is analyzed by experts that build models to analyze all the raw data. By extracting meaningful and useful information, companies can make better and more intuitive decisions that will impact the success of a business. The need for qualified experts in data science across all industries—CPG, retail, healthcare, sports, and others—will continue at a fast pace as companies demand the information to make better and quicker decisions that will impact the growth and success of their business.

Relying on the Professionals

Investing in a robust data science and analytics team or department for a business can mean the difference between its stagnation or growth. The pivotal anchor of a successful data science team is its management. Partnering with a dependable, experienced executive and C-level recruiting firm with specialization in data science and analytic recruiting placement is crucial to finding and acquiring that STAR talent. Ask BrainWorks about their proprietary process and look for an emphasis on truly transparent and communication-centric partnerships. Finally, a professional recruiting firm will emphasize their commitment to working with you from the candidate phase through the onboarding of your new data science executive.

About BrainWorks

For 27 years, BrainWorks has been recognized as an industry-leading provider of executive recruitment services. To aid in their success, they pair their experience with their suite of proprietary, practical recruitment solutions. Among those solutions are the Talent Evaluation Process (TEP), the Talent Acquisition Profile (TAP), and the Seven Traits to Assess Results (STAR) system. With those tools, as well as their skill, experience, and commitment, BrainWorks will remain the executive and C-level recruitment industry leaders. BrainWorks has specializations in CPG, Analytics and Data Science, Consumer Insights, Finance and IT and Data Engineering, as well as ecommerce recruitment, to find talent for a variety of C-level positions across a wide range of industries.

Learn more about what BrainWorks has to offer your business at Brainworksinc.com

 

Original Source: https://bit.ly/2XYTK1K

The Challenges of Executive Recruiting in an Evolving CPG Industry

Executives within consumer packaged goods (CPG) companies have had to keep up with the sweeping changes that have occurred with the emergence of ecommerce. Over the past decade the CPG Industry has had to adapt to radical change—it’s a level of upheaval that’s made the uniquely challenging work of industry leaders even more demanding. And in turn, it has made the filling of those roles with STAR talent even more difficult and imperative. As a result, those facing the prospect of filling executive and C-level positions are increasingly turning to executive recruiting firms.

 


The Complications and Complexities of an Evolving CPG Industry

As is the case with virtually all retail, the CPG industry’s transformation is chiefly due to the internet marketplace. While brick-and-mortar CPG business growth has remained modest, CPG ecommerce has exploded, with Nielsen and Food Marketing Institute research suggesting that by 2022, American consumers could be spending around $100 billion a year on online groceries alone.

A combination of mass retailers operating online like Amazon and Walmart, and smaller, niche and subscription services (such as online mail-order razor clubs and meal kits) have been snapping up huge shares of the market. While the industry scrambles to adjust to this new normal, the traditional concerns CPG businesses deal with, minute-by-minute buying trends, logistics, marketing, and the rest, haven’t gone away.

The Increasingly Dynamic Role of the CPG Executive

Today’s CPG executive is dealing with an industry that was historically brick-and-mortar-centric. With evolving consumer behaviors that have disrupted the industry, CPG leaders have been forced to stay relevant and current. CPG executives have become experts on environmentally and socially responsible products, social media and brand engagement, brand management, brand loyalty, SEO, SEM, and more. And that’s all while hunting for the best recruiting firm to help with data science and analytic recruiting for C-level talent for your data science team.

Leadership is also tasked with ensuring their marketing strategy is optimized for mobile devices. They’re incorporating real-time customer insight while also determining strategies to make their search algorithms more complex and checkout process simpler. As tough as the position has always been, yesterday’s CPG C-level executive simply wasn’t making decisions about the future of drone delivery while also developing subscription-based, on-demand ecommerce services.

Why an Effective CPG Executive Recruiter Is Crucial

A working dynamic as tumultuous, chaotic, and fast-evolving requires executive and C-level talent that’s exceptionally capable and adaptable. That’s precisely what makes partnering with an exceptionally capable executive recruiting firm so important. Consider one of the top producers for specialized executive recruiting: BrainWorks. Their industry-dedicated team of CPG recruiters brings decades of experience to the table. Additionally, they’ve developed a suite of proprietary talent identification, vetting and analysis, and recruitment tools to source the best in the industry. Which is especially important considering that when it comes to finding the best candidate for the position, they’re happily working somewhere else.

A dedicated recruiting firm with CPG specialization understands the industry and know its trends and its challenges. Their recruiters are astute and partner with their clients to not only find top talent, but top talent that will be the best fit for your company. And, most importantly, when you partner with a trusted executive recruiting firm with expertise in the CPG industry, you’ll be working with experts who have years of experience sourcing STAR candidates for C-level roles.

About BrainWorks

For 27 years, BrainWorks has been recognized as a standard-setter and leader in the executive recruiting industry. To enhance their success, they pair their experience with their suite of proprietary, practical recruitment solutions. Among those solutions are the Talent Evaluation Process (TEP), the Talent Acquisition Profile (TAP), and the Seven Traits to Assess Results (STAR) system. With those tools, as well as their skill, experience, and commitment, BrainWorks will remain at the top of their game as executive and C-level recruitment industry leaders. BrainWorks has specializations in CPG, ecommerce, Consumer Insights, and IT and Data Engineering. They also have an experienced team of data science recruiters focused on placing Data Scientists and Analytic professionals across a wide range of industries.

Learn more about what BrainWorks has to offer your business at Brainworksinc.com

 

Original Source: https://bit.ly/2XDMrfJ

What Are the Benefits of Partnering with an Industry-Specialized Executive Recruiting Firm?

Executives tend to trust their own judgment and business acumen. The drawback is a tendency to assume expertise in areas they’re less familiar with. For instance, recruiting and hiring executive and C-level talent. Unfortunately, that strategy all too often results in an unsatisfactory hire. And, the cost of a bad hire can be significant. There is a solution, however—partnering with a good recruiting firm when hiring for executive, managerial, and C-level positions.

 


A good indication that a recruiting firm has the expertise you’re looking for is their level of focus within your industry. For instance, if you’re hiring C-level talent for a position that requires an understanding of data science and analytics, find a recruiting firm that highlights a specialization in data science and analytic recruiting. As obvious as that suggestion may sound, failing to prioritize recruiters with industry specialization is surprisingly common. The following are some benefits of partnering with an industry-specialized executive recruiting firm.

Their Insight and Expertise

Among the most important contributions a boutique executive recruiting firm brings to a hiring process is, unsurprisingly, their reach. With their insiders' understanding of your industry, they're going to know the most qualified candidates to complement your business. In addition, the third-party perspective that a talented C-level recruiting firm has can be invaluable as they know the right questions to ask both the client and the candidate to ensure the best fit for talent, expectations, and culture.

Their Reach

A recruiting firm’s insight and familiarity with your industry is often accompanied by countless relationships with a network of professionals—that know people. When your insurance, CPG, or retail company hires a firm with talented data science recruiters, that firm is going to be aware of whose personality is a perfect fit for your business, who’s looking to move on from their current position, who is looking to enhance their career path, and so on. It’s a cliché but nevertheless usually entirely accurate—the best candidate for your position is likely already working (happily and successfully) somewhere else. The best recruiting firms aren’t just vetting the candidates who happen to respond to a job listing. Years of experience give the talented recruiters within specialized recruiting firms the ability to source and seek out STAR talent.

A Candidate’s Liaison (Yours Too)

The importance of finding a firm that offers a liaising relationship can't be overstated. Communication between candidate and employer is essential, and countless would-be excellent hires have been undone because of a breakdown in communication. There can be questions, concerns, misunderstandings, and issues with both the details and the big picture of an employment situation. Having a third-party liaison and arbitrator in an experienced recruiting firm is often precisely what's needed to help ensure a smooth process from sourcing candidates—to hiring them—to on boarding them.

A Hiring Partner

The best recruiting firms are not only finding the top candidates and facilitating communications between the candidates and employer, but they’re also engaging in the interview process, contributing to negotiations, and helping with on boarding and beyond. Look into a potential executive recruiting partner’s ethos, vetting and analysis systems, and overall approach to the process. The top recruiting firms should emphasize true partnerships and a holistic hiring dynamic that includes communication and engagement through every step of the hiring process. Look for these qualities and experience within your industry and partner with a professional recruiter to move your business forward.

About BrainWorks

BrainWorks has been establishing and reinforcing their impeccable reputation in the recruiting industry for 27 years. That reputation was earned through reliable excellence in recruiting, combined with cutting-edge industry innovation. That excellence is attributable to their mission: guaranteeing every recruiting partners’ success by finding, identifying, and incorporating the best talent into the positions that need them. BrainWorks’ success at doing so is supported by their collection of practical proprietary recruitment solutions. Those solutions include the Talent Acquisition Profile (TAP) and the Talent Evaluation Process (TEP), in addition to the Seven Traits to Assess Results (STAR) system. BrainWorks remains the industry-defining trailblazer for recruiting C-level talent with their team of CPG recruiters, in addition to ecommerce, customer insights, analytics and data science recruiting.

To learn more about BrainWorks, visit Brainworksinc.com

 

Original Source: https://bit.ly/2wC4CmJ

Can Settling for Mediocre Talent Hurt a Business?

Every company wants to hire the best people. Whether it’s a Fortune 500 business adding an executive to their leadership team or a CPG company seeking out C-level talent, businesses can’t succeed without reliable, trustworthy, competent, personable employees. For many companies, however, there’s an idea that anyone is better than no one.

 


That’s particularly true when a position has been unfilled for a while and/or there’s pressure to fill it. There’s a false idea that there’s not that much top-tier talent out there and that the best of a less-than-ideal field of candidates should be sufficient. Unfortunately, that is not a healthy position for any business to take, especially when hiring for executive, management, and C-level positions.

The Hiring Investment

Ignoring, for now, the fact that top talent can (and virtually inevitably will) yield success and increased profit for a company, there are the up-front costs of hiring a mediocre candidate. The hiring process is not cheap, in a number of ways. Even the most bare-bones hiring process requires, at the very least, a substantial number of hours from a number of employees. And any investment less involved than that is pretty much guaranteed to yield mediocre results.

And many of those doing the hiring for their company are under the impression that all available candidates are open to new opportunities. The Human Resource team may reach out and try to source on their own. They also may get some “qualified” responses to their advertisement. They often believe they can skirt the recruitment fee by handling hiring in-house rather than contracting with a recruiting firm for their search. Among the candidates that apply are a number who seem like a great fit and they make an offer.

When professional data science recruiters consider the in-house hires made by companies in the CPG, insurance, and retail industries, to name a few, of poorly-vetted candidates from industry newsletters or LinkedIn, they are flabbergasted. One Practice Leader from a leading executive recruiting firm often asked hiring managers: “Do you know what you don’t know?”The fact is, professional, competent executive, C-level recruiting firms simply have the experience, expertise, and industry know-how an internal HR team or hiring manager doesn’t. And the cost of a bad hire far exceeds what the placement fee would have been. Really consider that. Would you rather pay a recruiting fee for a successful ecommerce recruitment that yielded a terrific placement, or have a mediocre person in a position that will cost your company loss of revenue?

Ensuring Top Talent

So, how can you guarantee that you hire top-tier talent? If there’s anything like a magic bullet for talent, especially regarding executive and C-level hiring, it’s contracting with an experienced recruiting firm. After all, chances are that the dynamic, reliable, STAR talent you need for your business isn’t going to be responding to a job listing. Fortunately, the best recruiters at the top recruiting firms are well aware of this, have the lay of the land when they’ve specialized in your industry, and know how to attract and bring in the best executive talent to move things forward. Contracting with a recruiting firm that specializes in your industry and knows your business is one of the best investments you can make.

About BrainWorks

BrainWorks has been establishing and reinforcing their impeccable reputation in the recruiting industry for 27 years. That reputation was earned through reliable excellence in recruiting, combined with cutting-edge industry innovation. That excellence is attributable to their mission: guaranteeing every recruiting partners’ success by finding, identifying, and incorporating the best talent into the positions that need them. BrainWorks’ success at doing so is supported by their collection of practical proprietary recruitment solutions. Those solutions include the Talent Acquisition Profile (TAP) and the Talent Evaluation Process (TEP), in addition to the Seven Traits to Assess Results (STAR) system. BrainWorks remains the industry-defining trailblazer for recruiting C-level talent with their team of CPG recruiters, in addition to ecommerce, customer insights, analytics and data science recruiting.

To learn more about BrainWorks, visit Brainworksinc.com

 

Original Source: https://bit.ly/2Mu6711

Why C-Level Recruiters Are Crucial for Identifying and Retaining Top Talent

There’s no shortage of articles, tips, and advice regarding how to attract the top talent to your business. Less common is practical information on how to best identify, bring on, and retain top talent—particularly at the executive level.

 

 

It’s an unfortunate oversight, particularly since the stakes for hiring and retaining the best possible candidates are even higher for C-level, managerial, and executive hiring. They’re hiring decisions and strategies that can literally dictate the future of a business for better or for worse. So, if you’re thinking about or actively seeking an executive hire, consider the following.

 

Partner with an Experienced, C-Level Recruiting Firm

 

First and foremost, the name of the game is “executive recruiting firm.” It’s a truism that applies across industries and scale—a small consumer goods company should be looking for the best C-level CPG recruiters just like a Fortune 500 corporation with a successful online presence should be seeking out the best executive ecommerce recruitment partner.

 

An experienced recruiting firm with skilled recruiters will do a number of things to source and place the STAR talent needed for an executive role. They’ll ask the right questions of both client and candidates, refine the hiring strategy, identify the strongest applicants, and aid in the interview process. But the very best recruiting firms, the ones that stand out from the rest, won’t be finished after proposing the best fit for the C-level position. A truly top-notch executive recruiting firm, such as BrainWorks, will also then assist with the offer, negotiations, and onboarding process. And that’s in addition to checking in periodically after the hire, and remaining a resource both the employer and their new hire can access. A talented executive recruiting firm is every employer’s best partner and a worthwhile investment in the future of any business.

 

Identifying What Makes the Best the Best

 

To find the best talent, it’s necessary to be able to source and identify the best talent among the industry. Here too a C-level recruiting firm is invaluable. Since the top executive recruiters are working closely with the employer to establish a hiring strategy, they’re going to have insight into and understanding of the company’s culture, the client’s priorities, the specific details of the position, and the responsibilities accompanying it.

 

By leveraging their fine-tuned talent identification, vetting, and analysis processes, an experienced executive recruiting firm will source and identify quality candidates. They’ll also draw candidates from their considerable networks in order to present STAR applicants that they recognize as not only the best, but also the best top talent and the right fit for that specific position. A skilled executive recruiter will consider those with the perfect culture fit as well as the talent, experience, and skill set needed to really thrive.

 

Communication and Collaboration with the Recruiter

 

Even companies needing data science recruiters to identify experts in big data and analytics can overlook the importance of effectively collecting, outlining, and communicating the data relevant to the position they’re hiring for. Or they may simply need a little help to ensure what they need and want in the person filling the executive position is clear. Fortunately, the best executive recruiting firms should specialize in forming true partnerships with clients and help fill any gaps in the recruitment plan or strategy.

 

The key to an effective partnership is communication and collaboration between both parties. Incomplete job descriptions and priorities that are not fully flushed out, as well as preferences, concerns, and doubts not communicated are very likely not going to be addressed or resolved. Anything left unsaid to a recruiting firm by the company could be helpful and sometimes even critical information that’s not going to be incorporated into the hiring process if it’s not shared. And that can prove detrimental to what could otherwise be a mutually beneficial hire.

 

About BrainWorks

 

Throughout their 27 years in the recruiting business, BrainWorks has developed a reputation in the recruitment industry as a leading-edge innovator. Their reputation for recruitment excellence is consistently reinforced by the superior functionality and success of their strategy and mission. BrainWorks’ “secret sauce” includes their proprietary,practical collection of recruitment tools. Those tools are comprised of the Seven Traits to Assess Results (STAR) system, the Talent Evaluation Process (TEP), and the Talent Acquisition Profile (TAP). BrainWorks excels at sourcing and placing C-level talent with CPG recruiters, customer insights, ecommerce, data science, and analytic recruiting.

 

Recruit for your business’s success and growth with the BrainWorks team, at Brainworksinc.com

 

Original source: https://bit.ly/2vCo6Y2

 

Why Businesses of Every Size Should Use an Executive Recruiter

There’s sometimes a misconception among those in leadership of medium to small, but growing businesses that executive recruiting is something that only larger companies do. But that’s not the case. Partnering with an executive C-level recruitment firm is a worthwhile investment for the future of your business regardless of its size. For everything from ecommerce recruitment to analytic recruiting, an experienced recruiting firm can make the difference between hiring someone subpar or average for the position to sourcing and bringing on STAR talent who will excel and help move your business forward. However, there are ways in which you can prepare to make the experience as fruitful and universally beneficial as possible. Here are some things to consider when looking for a recruiting firm and top talent.

 

 

What to Look for in a Recruiter

To say that executive recruiting firms are not created equal is an understatement. When looking for an executive recruiting firm, the first step is to find one that is established, has a good reputation, and has a respectable suite of practice areas and specializations. Your business should fall into one of those practice areas. Most importantly, you want a recruiting firm that is going to be a true partner throughout the entire hiring process. That means working closely with you from before they are providing candidates to onboarding and acclimating the hire.

What to Look for in STAR Talent

Whether it’s a position in data science or analytic recruiting for a major corporation or hiring for the director or vice president of your sales department within your medium-sized business, many of the same hiring considerations apply. It’s not only about basing hiring decisions on mutual interests or likeable personalities, but also considering if the talent’s experience and achievements are relevant and applicable to your business.

Additionally, one needs to consider the strengths and weaknesses of every candidate and not overlook or assume an external hire or internal promotion will be a shoe-in for the executive team. An impressed medium to small business owner might assume that because their best salesperson has tenure, they are therefore the perfect choice for management, for instance, while overlooking their poor planning skills that would prove disastrous would they be expected to lead a team. That said, it’s important to be critical of outside talent as well and honest about the challenges they’d face in the position. When hiring, embrace diversity. It’s not just the impressively inclusive thing to do, research suggest that diverse leadership teams are objectively and significantly more innovative leading to market share gains.

Know Exactly What the Position Entails

There’s a tremendous amount of job postings out on the web. When defining your role, be innovative and write a compelling description that will grab the interest of those seeking out a new position. Be cognizant though, most positions are filled with those who are not looking to make a career move. An experienced recruiter has the resources to source and vet the perfect candidate.

Culture, Communication, Cooperation, and Patience

Also exceptionally helpful for recruiters and their candidates is understanding your company culture. The “best” candidate can be a disaster if the culture fit isn’t there. Try to be unbiased as possible when defining the culture. It’s essential to have the hiring manager talk to the recruiter separately as well. The hiring manager can have a more objective understanding of culture than management and will need to assess if the new hire will complement the team.

The more communication and cooperation taking place between recruiter and client, the better the process and result are going to be, every time. The key to success is a true partnership between the business and the recruiting firm. Finally, be patient, both with the recruiting process and the eventual hire. It’s going to be a learning experience for all involved, and with some work, a mutually beneficial one as well.

About BrainWorks

Throughout their 27 years in the recruiting business, BrainWorks has developed a reputation in the recruitment industry as a leading-edge innovator.Their reputation for recruitment excellence is consistently reinforced by the superior functionality and success of their strategy and mission. BrainWorks’“secret sauce” includes their proprietary,practical collection of recruitment tools. Those tools are comprised of the Seven Traits to Assess Results (STAR) system, the Talent Evaluation Process (TEP), and the Talent Acquisition Profile (TAP). BrainWorks excels at sourcing and placing C-level talent with CPG recruiters, customer insights, ecommerce, data science, and analytic recruiting.

Recruit for your business’s success and growth with the BrainWorks team, at Brainworksinc.com

 

Original Source: https://bit.ly/2LjsLbN

 

Hiring for Experience at the Executive Level: What You Need to Know

There have been some major paradigm shifts in the way that hiring at the executive and C-level is done. The importance of culture fit and emotional intelligence are now highly considered, for instance. There’s also the trend of prioritizing potential over experience. Which can be a good thing, for some situations. However, it can also unfortunately lead to a pendulum swing that can veer a little too far away from the importance of experience as a candidate’s asset.
And, whether it’s C-level data and analytic recruiting or an alternate position, it’s doubtful that there is a job that exists for which previous experience isn’t a perk. The key to incorporating experience into the hiring metric is knowing what sort of experience is going to prove most beneficial and how to balance its value against the candidate’s other attributes. And sometimes the best way to ensure that those considerations are most effectively evaluated and implemented is by leveraging an outside resource such as an experienced recruiting firm that does so without bias.

When looking at experience as far as education, for example, one really needs to consider the relevance of the training received for the role at hand. After all, anyone in ecommerce recruitment is going to notice a candidate with dual degrees in marketing and computer science.

Additionally, even the most seemingly position-relevant experience can sometimes prove unhelpful and even detrimental. If someone has worked for two decades in a process or with hardware or software that has since become obsolete, that experience is going to mean habit-breaking and retraining. And not everyone is open to change or can pivot and quickly learn how to do things in new ways.

Again, the reexamination of experience as the end-all-be-all of candidate characteristics is long overdue, but it also shouldn’t be mistaken with dismissing what a tremendous asset it can be for any business. The benefits likely don’t need that much explaining. More experience often means less training necessary, usually a faster transition, and a realistic understanding of the responsibilities of the position. A more experienced manager or executive leader can often serve much more effectively as a training and mentoring asset, as they already have the skills and knowledge set that can only be gained by doing the work.

So the pertinent question is: How do those responsible for hiring make determinations about the applicability of a candidate’s experience? How do they balance those eventual determinations against other qualities like drive, ambition, integrity, natural talent, emotional intelligence, culture fit, and so on when hiring for top executive talent? The best bet is partnering with the professionals—the recruiting firm that has the (applicable) experience, expertise, knowledge, and insight to both select and source a pool of top candidates and engage with the business in need of STAR talent through every step of the process.

About BrainWorks

Over the course of their 27 years in business, BrainWorks has established itself as an industry leader in recruiting. That reputation for excellence has borne out the success and superior functionality of their mission: to super-charge their clients’ success by identifying and placing the absolute top-level talent. They have accomplished that by leveraging their practical, proprietary suite of recruitment tools. Those include the Talent Acquisition Profile (TAP), the Talent Evaluation Process (TEP), and their Seven Traits to Assess Results (STAR) system. BrainWorks is widely considered to be the standard-setters as ecommerce, big data, customer insight, marketing, analytics, and CPG recruiters.

Ensure your business’s growth and success with BrainWorks, at Brainworksinc.com

 

Original Source: https://bit.ly/2FQzOmv

 

How a C-Level Recruiting Firm Can Help Resolve Hiring Problems

When unemployment is as low as it is now, hiring often proves challenging. It’s particularly challenging for those in specialized fields like IT or data science. And it’s even more of a challenge to find executive and C-level talent in specialized and technical fields. Fortunately, these issues are not without solutions. In fact, an effective solution to an issue like finding top-level talent in a specialization like data science can be as simple as partnering with data science recruiters.
Working with a recruiting firm that specializes in management, executive, and C-level placements can prove an effective solution to a number of the most common and serious hiring and recruiting issues, as detailed below.

Finding Top Talent

When the pool of those looking for work is limited, the corresponding population of talented C-level and executive candidates seeking work is going to be far thinner still. Simply finding talented people for open positions is consistently cited by hiring managers all over the country as the biggest hiring hurdle. One of the chief contributors to that staffing stumbling block is that there’s an excellent chance that the best candidate for the job you’re hoping to fill is already employed somewhere else.

This is exactly where a C-level recruiter can prove a lifesaver. An experienced executive recruiting firm will already have the lay of the land as well as the the sourcing skills needed to find and select top C-level talent. They’ll bring their knowledge of talent in the industry and those looking for a change to the table. After all, the best candidate for your position might already be employed elsewhere—but an experienced recruiter will know this and reach your STAR candidate, wherever they are.

Long Lead and Processing Time

If you are hiring for a business, especially within a competitive, fast-paced dynamic like ecommerce recruitment, the top candidates are not going to stay on the job market long. And there’s nothing more frustrating than losing a good candidate to a competitor because your hiring lead and processing time drags on. Have a clear-cut hiring process in place before you start your recruitment process for a critical position. It’s a candidate-driven market—top talent will not wait in the wings!

Fortunately, a professional, executive recruiting firm can both speed up and fine-tune the process and source quality candidates for your leadership team. And, as executive recruiters with specialization in your industry, they will act as a liaison between you and the candidate. They’ll stay in close contact with your prospective hire and help you keep the process moving along at an appropriate pace.

Your Culture and Finding a Culture Fit

The importance of culture fit in hiring has been appropriately prioritized recently. Regardless of their other qualifications, an executive or C-level hire who clashes with the company culture isn’t going to work out for the best. But sometimes it’s hard to succinctly describe or understand the company culture and what truly matters beyond people getting along and avoiding major clashes. It can also be a challenge to determine without bias if someone will be a good culture fit.

Fortunately, when you partner with an experienced executive recruiting firm, culture fit will be a priority in their candidate search and screening. A recruiter will also be better able to objectively determine best fit based on top needs. Not only will the best recruiting firms help you clearly define the role you want to be filled, but they will also ask the right questions of both candidate and company to get the STAR talent you need.And that’s in addition to periodically reviewing and refining their search and engaging in regular communication to make sure they’re hitting the mark.

About BrainWorks

Over the course of their 27 years in business, BrainWorks has established itself as an industry leader in recruiting. That reputation for excellence has borne out the success and superior functionality of their mission: to super-charge their clients’ success by identifying and placing the absolute top-level talent. They have accomplished that by leveraging their practical, proprietary suite of recruitment tools. Those include the Talent Acquisition Profile (TAP), the Talent Evaluation Process (TEP), and their Seven Traits to Assess Results (STAR) system. BrainWorks is widely considered to be the standard-setters as ecommerce, big data, customer insight, marketing, CPG, and analytic recruiting.

Ensure your business’s growth and success with BrainWorks, at Brainworksinc.com

Original Source: https://bit.ly/2IhY0B4