In LinkedIn’s 2019 Global Trends survey and report, more than half (57%) of the companies surveyed said they struggled to assess soft skills. At the same time, 80% said soft skills were increasingly important to company success, with 92% reporting that soft skills matter as much or more than hard skills. In the age of automation and AI, workers need to possess creativity, adaptability, and collaboration skills. And if they don’t, they may become the dreaded “bad hire” that not only wastes time and money, but also jeopardizes company productivity, quality and reputation. Read the rest of this entry »
In our last employer post, we discussed top reasons to offer telecommuting to help attract technically talented candidates. In this edition, we’ll examine some of the reasons telecommuters outperform office workers, review some of the pitfalls of telecommuting and evaluate best practices to counter those pitfalls. Read the rest of this entry »
In recent articles, we’ve discussed the benefits of offering perks to attract highly talented technical professionals, as well as the importance placed by candidates on the availability of flex-time and telecommuting. Now we’ll delve into ways telecommuting might work for your company in 2019. Read the rest of this entry »
On behalf of Phoenix Partners, I wish all our clients and candidates a joyful, re-energizing holiday season.
Since we’re always interested in the topics of work-life balance, employee engagement, and productivity, we thought we’d round up a list of fun facts about taking time off from work. Enjoy!
As fourth quarter rolls out, the rate of unemployment continues to decline in the Delaware Valley, increasing the steady pressure on talent acquisition. Year over year, the unemployment rate has dropped from 4.8% in 2017 to 4.1%, as reported last week by the Bureau of Labor Statistics.
The year-end countdown has begun with the waning sunlight, leaving companies in a time crunch to find highly skilled technical candidates to fill open positions or risk losing the budgeted allocation. Read the rest of this entry »
In a climate where technical talent is in high demand, no stone should go unturned in the search for ideal candidates. However, your company may be missing out on a third to half of the talent pool if your hiring process, like most, favors extroverts.
While unintentional in most cases, extrovert bias is a natural outflow from an emphasis on interview performance. It’s easier to want to give the job to a candidate who exudes confidence and charisma and responds adeptly to curveball questions.
“Extroverts are more accomplished at describing their value. With soft-skills being an important element for teamwork, it’s tempting for hiring managers to favor people who seem the most pro-social,” says Kay Durkin, founder of Phoenix Partners.
“However, in technical fields, introverts with a capacity for complex problem-solving are often better suited to many positions.” Read the rest of this entry »
This summer hiring managers and human resources personnel, together with Independent Recruiters, are feeling the squeeze. Midsummer was once the season for long walks in the sand, sunsets at the cottage or lazy days on the boat, but in 2018, the talent war has not paused to draw a breath.
With the Bureau of Labor Statistics reporting a 2.3% jobless rate for managers/professional workers, it’s little wonder.
Globally, employers continue to struggle to find workers with the right skills. According to ManpowerGroup’s 2018 Talent Shortage Survey, almost half of US employers (46%) said they can’t find the candidates with the skills they need, up from 32% in 2015. Many of the toughest positions to fill are categories of special interest to Phoenix Partners and its clientele, including Engineers (#3), IT (#6), and White Collar professionals (#8). Read the rest of this entry »
You’ve probably heard a lot of buzz about blockchain and cryptography, but if you’re like most people, you may have only a foggy notion of what it is and what it can do, specifically for you.
To understand the way in which blockchain technology may revolutionize hiring, it’s important to first have a clear picture of what it is, and why it’s different than databases or applicant tracking systems.
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In an article published by Australian NPA network member Scott Van Heurck of Wood Recruitment, he suggested that the three keys to the successful selection of a recruiter are diligence, trust, and value added. We thought this topic would be interesting to expand upon.
Types of Recruitment
Recruiting firms offer different types of search proposals, with different terms, so it’s important for employers to understand the distinctions in order to determine if a firm offers the type of recruitment desired.
The three types of recruiting searches usually performed are Contingency, Engaged, and Retained search. In a contingency search, the recruiter is only paid when successfully filling a job opening. In an engaged search which is almost always done on an exclusive basis, the recruiter is given a deposit to cover research and other upfront costs; the deposit is then deducted from the final placement fee on successful completion of the search. In a retained search, the recruiter, by contrast, is paid a retainer fee whether or not a candidate is hired.
Phoenix Partners performs both contingency and engaged searches for clients. In today’s competitive hiring climate, engaged searches usually warrant prioritized time and attention. Read the rest of this entry »
In the technical professions, it can be tough to recruit a gender-balanced and diverse field of applicants when a mere 26% of American women are programmers, and 11% are engineers, according to the Bureau of Labor Statistics. Monoculture is bad for business, and not just in terms of meeting equal opportunity employment benchmarks. A study on the economic impact of diversity in the workplace by McKinsey & Co. reports that companies in the top quartile for racial and ethnic diversity are 35 percent more likely to have financial returns above their respective national industry medians. Companies in the top quartile for gender diversity are 15 percent more likely to have financial returns above their respective national industry medians. Read the rest of this entry »