Best executive recruiters in Denver, Colorado? Regardless of what type of market we’re in, candidate’s or employer’s, you should always prioritize your hiring process. Extending offers quickly, remaining competitive, and maintaining contact with candidates during this time is critical. While it’s true that around 1/3 of companies surveyed expect to freeze their hiring process, that still leaves 2/3 who are not freezing. 2/3 of your competitors are still reaching out and extending offers to the most eligible candidates right now. Don’t fall behind.
But it can be difficult for leaders to decide what to prioritize, even in the short term. In my discussions with leaders of small and midsize businesses (SMBs) I’ve heard firsthand how they are facing a variety of new challenges from inventory and supply chain shortfalls to employee capacity, facility remediation, and PPE for employees. The following “Priorities Playbook” shares ways SMBs are successfully managing toward new, shorter-term goals by focusing on four key priorities.
Spectrum Search Partners, LLC is a retained executive search firm that solves the Executive and Functional leadership needs of the Private Equity community and their portfolio companies on a national basis. We are best known for our ability to persuade hands-on A players to step forward and become candidates. Spectrum adds significant value by uniformly and objectively evaluating this talent against a customized Spectrum Scorecard to determine the strongest and most impactful hire. Our unique Scorecard approach has enabled us to fill 100% of our assignments, and build very loyal Client relationships. Read additional details on private equity search firms.
Three critical steps define the core of Spectrum’s search process. Technology has leveled the playing field within the Executive Search Industry. “The Rolodex era” is a thing of the past. Our sophisticated research strategies expand the universe of addressable talent, beyond traditional databases. Spectrum customizes unique value propositions for each client, maximizing our ability to persuade proven performers. Utilizing our Spectrum Scorecard allows us to expertly evaluate and measure all candidates against your specified needs, as each assignment has different requirements and priorities. This process is designed to optimize your time.
Project which functions will no longer be needed and which will have to be adjusted, as well as what new functions will arise in this new economic climate. Assess how current staff can be retained and retrained in this new structure. Determine what openings exist after evaluating the current state of staff and functions. Factor in business continuity and redundancy needs when assessing workflows and staffing needs. Look for candidates who have worked successfully in virtual environments. All other qualifications being equal, the candidate who has worked in a remote capacity could assimilate faster. Look for candidates who are familiar with multiple virtual business platforms, such as Microsoft Teams, Slack, Zoom, Asana, Trello, proprietary VPNs, and CRMs of all kinds.
Jay joined Spectrum at its inception in 2009, and established its recruiting function. He pioneered the Company’s ability to develop impactful, customized Recruiting strategies that successfully target highly desirable candidates who thrive in private equity-owned businesses. In his current role, in addition to leading the Recruiting team, he manages functional leadership assignments, C-level search assignments and client relationships. He has worked on several hundred searches during his tenure at Spectrum and has considerable knowledge within every core vertical we support. His deep expertise and insights in information technology, SaaS, and E-Commerce are tremendously valued by Spectrum’s clients. Jay’s passion for helping clients manage change in this rapidly evolving world enables Spectrum to remain a trusted advisor and a valued source for industry trends and best practices. Read more info at this website.