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Atricle Dump - 3 Reasons To Hire From Outside Your Industry
When people want to introduce a new product into the market, many companies rely on television, posters, magazines and newspapers in order to advertise.Unfortunately, these mediums are quite expensive so firms that are working on a small budget should try something else such as an inflatable advertising balloon.The balloon is often seen in major sports events like football and baseball. These are made of nylon and coated with silicon. The advantage for those who decide to use this is that people who work in office buildings, those who are driving on the road o
3. Fresh Approaches to Old Problems:
Can’t teach an old dog a new trick? Maybe true, but fresh approaches and new viewpoints may solve old problems that linger inside industries and companies. Seeking out candidates with skill
Ever heard the phrase "I’m a people person"? I’m sure you have and I hope it’s something you can say about yourself. Why? Unless you have high aspirations of becoming a lighthouse keeper or lone assassin, you’re going to be interacting with other people. Of the people who get fired from positions, over 90% lose their jobs because of inability to function on a social level, not because they couldn’t do the job. Why do you think businesses are encouraged to replace workers with robots or to source the work out to contractors? The vast majority of headaches for management com
1. Deeper Talent Pools:
We function inside a very narrow industry segment yet the companies serve a broad and diverse customer base. The technology used in our industry is not state of the art. Very few companies, from either the manufacturer or the operators’ side are using technology to its fullest extent. Last year we completed a search assignment for a publicly held manufacturer who sought technology skills not readily available in local talent pools. Local candidates were 5-7 years behind the times in terms of having the skill sets necessary for the client’s impending development project . The client was enlightened enough to realize this and commissioned us to find the best and brightest. The client understood that they had to seek deeper waters to fish in. This helped to find the quality candidates they would need to complete this project. What mattered is that the candidates had the technical skills to take the company from point A to B and points beyond their current capabilities. Our ability to search for candidates in deeper talent pools created a selection process that benefited the company tremendously. Instead of having 2-3 qualified candidates to select from, we were able to present 4-7 strong candidates. Ultimately, this presented the client company with a diverse and qualified talent pool. Always, a preferable option.
2. Top tier candidates thrive on challenges:
Regardless of their industry, top performers thrive on career challenges. They are inspired when confronted with obstacles or impediments; they embrace opening markets that have been closed to their employers; they seek out opportunities for professional growth. As recruiters, we ask client companies to welcome these top performers from other industries as untapped potential for their industry. We recently completed the placement of a Senior Vice President of Operations. The candidate did not come from inside the traditional circle of competitors. Rather, the selected candidate came from large publicly held media and entertainment company. The candidate had no prior experience or knowledge in our industry. Yet, his profile, track record of accomplishments, and most of all, his attitude towards taking the company and his career to the next level secured him the opportunity. For this candidate, it was the opportunity to create growth and expand the client company’s operations that fueled his interest in the new industry. Results for the first quarter under his leadership: Sales increased 19% over previous quarter and operational costs decreased 37%.
3. Fresh Approaches to Old Problems:
Can’t teach an old dog a new trick? Maybe true, but fresh approaches and new viewpoints may solve old problems that linger inside industries and companies. Seeking out candidates with skill
When your merchant account provider reverses a customer's transaction as a result of his disputing the charge, then, unless you successfully challenge the reversal, you lose the sales proceeds, incur any shipping & handling costs and are levied a chargeback fee of $25 to $50.And, an excessive history of chargebacks may result in the disastrous consequence of losing your merchant account and your ability to accept credit cards.So, it's obviously important to take prudent steps to minimize the occurrences of chargebacks - especially if your transaction volume is
2. Top tier candidates thrive on challenges:
Regardless of their industry, top performers thrive on career challenges. They are inspired when confronted with obstacles or impediments; they embrace opening markets that have been closed to their employers; they seek out opportunities for professional growth. As recruiters, we ask client companies to welcome these top performers from other industries as untapped potential for their industry. We recently completed the placement of a Senior Vice President of Operations. The candidate did not come from inside the traditional circle of competitors. Rather, the selected candidate came from large publicly held media and entertainment company. The candidate had no prior experience or knowledge in our industry. Yet, his profile, track record of accomplishments, and most of all, his attitude towards taking the company and his career to the next level secured him the opportunity. For this candidate, it was the opportunity to create growth and expand the client company’s operations that fueled his interest in the new industry. Results for the first quarter under his leadership: Sales increased 19% over previous quarter and operational costs decreased 37%.
3. Fresh Approaches to Old Problems:
Can’t teach an old dog a new trick? Maybe true, but fresh approaches and new viewpoints may solve old problems that linger inside industries and companies. Seeking out candidates with skill
When you hear claims like……Best Lawnmower in the country…Absolute Lowest Prices In Existence…Leaves your hair cleaner than any other shampoo…do you believe them?Or is there a certain degree of doubt in your mind about their credibility? Or whether they are ‘hyped up’?Think about it. Everybody expects advertisers to exaggerate their claims. To present them in their best light. Which is the exact reason why general statememts are not as effective as…SPECIFIC STATEMENTSSo…Rather than saying “Our prices have been re
2. Top tier candidates thrive on challenges:
Regardless of their industry, top performers thrive on career challenges. They are inspired when confronted with obstacles or impediments; they embrace opening markets that have been closed to their employers; they seek out opportunities for professional growth. As recruiters, we ask client companies to welcome these top performers from other industries as untapped potential for their industry. We recently completed the placement of a Senior Vice President of Operations. The candidate did not come from inside the traditional circle of competitors. Rather, the selected candidate came from large publicly held media and entertainment company. The candidate had no prior experience or knowledge in our industry. Yet, his profile, track record of accomplishments, and most of all, his attitude towards taking the company and his career to the next level secured him the opportunity. For this candidate, it was the opportunity to create growth and expand the client company’s operations that fueled his interest in the new industry. Results for the first quarter under his leadership: Sales increased 19% over previous quarter and operational costs decreased 37%.
3. Fresh Approaches to Old Problems:
Can’t teach an old dog a new trick? Maybe true, but fresh approaches and new viewpoints may solve old problems that linger inside industries and companies. Seeking out candidates with skill
You've landed a new job and finally decided on the perfect outfit for your first day of work. Now it's time to sit back, put your feet up on your new desk, and relax, right? Wrong. Instead of settling into new-job complacency like so many of your peers, take some time early on to ensure long-term career success with these simple steps.Guaranteed success-starters Dressing professionally at your new gig is a no-brainer, but did you know that how you walk, sit and shake hands can make or break your first weeks on the job? You can project an air of confi
3. Fresh Approaches to Old Problems:
Can’t teach an old dog a new trick? Maybe true, but fresh approaches and new viewpoints may solve old problems that linger inside industries and companies. Seeking out candidates with skill
In 1997 I moved to Colorado to work as a research engineer. We lived in a small town in the mountains. That’s when I learned that my company had given bonuses in past years but they stopped them because the local merchants were always badgering the company about the bonuses that didn’t come and the smaller- than-usual bonuses.I didn’t learn this from the company; I learned it from the guy at the hardware store.When your company cut your bonus and said, “We had to do it because the local merchants complained to us,” they may not be kidding.Then again, it
3. Fresh Approaches to Old Problems:
Can’t teach an old dog a new trick? Maybe true, but fresh approaches and new viewpoints may solve old problems that linger inside industries and companies. Seeking out candidates with skill sets and experiences disparately different than what you traditionally recruit from could be the best direction for your company. Companies that seek to embrace fresh perspectives are those that remain on the cutting edge of product development and superior customer service. New opinions and outlooks brought to the table by candidates from outside your industry may lead to breakthroughs on problems once thought insurmountable. Case in point: A major technology provider in our industry segment recently hired a senior level engineering manager from the aerospace industry. This candidate was a specialist in programming languages that were relatively new to the industry segment. Less than 3 weeks after his start, he solved 2 significant programming issues that had vexed an entire department of programmers for the past 4 months. Old problem, fresh approach. Problem solved.
As recruiters, we seek specific skills that will make a candidate successful no matter what industry they are in. Just because a candidate has never worked in your industry does not mean they do not have the potential to become a tremendous asset to your company. Look for the best possible candidate you can get. While direct industry experience is welcome, it is not an end all. Understand and appreciate the fact the skill sets are transferable from industry to industry and perhaps a fresh vision will unearth unseen potential.
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