Recruitment is a never-ending task for all organizations – and a challenging one for most. The holy grail in hiring a candidate who has all of the desired skills shows enormous potential for future success and development and is available exactly when and where the company needs him or her. This issue of AccruePartners HR Insights presents some strategies that can help companies improve their chances of finding that candidate, especially if they’re willing to shift their perspective on talent searches.
In the feature article of this issue, “Using Data to Recognize Reward, and Retain High-Potential Employees,” Adam Rogers explains how organizations can leverage Big Data to gain insight into the potential of candidates and employees.“Armed with this information,” he writes, “organizations can build succession plans, consider future compensation or professional development, and decide which top performers are worth long-term investments.” By developing high-potential employees, companies can help create the talent they need rather than simply hope to stumble across it.
If you are having trouble finding your perfect candidates “in the wild,” take some time to reconsider how—and where—you’re searching for and evaluating them. Maybe your holy grail is already right under your nose! At AccruePartners we can help you reframe your search criteria and focus your efforts in new directions so you have more success in finding what you need.
AccruePartners is excited to announce we have landed the Charlotte Business Journal’s Best Places to Work list for yet another year!
The Charlotte Business Journal’s Best Places to Work Awards program recognizes outstanding companies whose benefits, policies and practices are among the best in the region. AccruePartners has landed the “Medium-sized Local Company” list for 2018 as a finalist among 20+ other Charlotte companies.
Positive company culture fosters a collaborative, success-driven work environment and we’re proud AccruePartners embodies just that.
It’s a good time to be a job seeker: U.S. job growth is strong, unemployment is on a steady decline, and openings are at an all-time high. That doesn’t make the search any less daunting. Differentiating yourself from every other job seeker on the market is no small feat, and the monotony of filling out online applications can make the task downright exhausting. That’s where a killer cover letter comes in.
Done right, a great cover letter is like a secret weapon for catching a hiring manager’s attention. Next to your resume, it’s one of the most important, underutilized tools at your disposal.
Time.com has created a five-point checklist to ensure your cover letter is executing on all cylinders and putting you ahead of your competition:
Personalize – Every cover letter you write should be tailored to the job you’re applying for – just like your resume. Study the job posting carefully, and make a quick list of essential qualifications
Tell a Story – To grab a recruiter’s attention, a good narrative – with a killer opening line – is everything
Use Bullet Points to Show Impact – Hiring managers are usually slammed with applications, so short, quick cover letters are preferable to bloated ones.
Highlight Culture Fit – It’s often overlooked, but a major function of the cover letter is to show a company how well you’d mesh with their culture
End with an Ask – The goal of a cover letter is to convince the person reading it to make the next move in the hiring process – with a phone call, interview, or otherwise. Ending on a question opens that door without groveling for it.
Once you’ve taken the time to craft a great resume and cover letter, the hard part is over. Partner with AccruePartners, a team of subject matter experts who know the market, have connections and can find you the perfect opportunity that matches your skillset. Let us do the heavy lifting!
Even as technology increasingly mediates our interactions with the world and with each other, interpersonal relationships still form the foundation of our society. In companies, such relationships exist between employees and management, among workplace colleagues, between organizations and their clients and vendors, and in many other areas. The articles in this edition of our HR Insights describe what companies can do to strengthen the connections with their employees—and thereby strengthen themselves.
Part of building a strong relationship involves
meeting the needs of everyone in it.
As the workplace model shifts from one in which employees expect to move up the ladder in one field to one in which they prioritize exploring several fields in order to find meaningful work and opportunities, companies need to be ready to accommodate those preferences. In the feature article for this issue, “How to Support Tomorrow’s Leaders Today,” Ashley Goldsmith suggests strategies that organizations can implement in order to navigate this shift successfully.
Sometimes one of the best things companies can do to help foster connection is to encourage employees to interact directly with each other more—or maybe even insist on it. In the Watercooler column for this issue (“A Radical Proposition: Phone-Free Conference Rooms”), Mike McKerns writes that maybe companies should “just keep phones out of the conference room entirely” so they don’t interfere with “living in the moment and building real face-to-face relationships.”
We believe strongly in the power of connection.