Recently the #myfirst90days was a topic over several career notes spread across on LinkedIn and other social business networks. I went through some of the ideas shared. These are relevant, if you got lucky with a promotion or a new job at the beginning of the year and also just to get a good makeover in your old job too! Any transition to the new role can be daunting or several times just difficult
It could be perfect – your presentation is convincing, your arguments are precise, and it looks like the management of a new team, which your boss decides, is in your grasp… if it weren’t for that stubborn colleague vehemently criticizing your every move. Maybe he sees his criticism as a possibility to grab some attention and further his own career?
Even if you are not concerned much or seek to deny it: This year you will not be able to fight your destiny again. Sooner or later, your age will increase further by a year. Whether you are just at the peak of your career or in the search of a new senior position in the new year, the one thing that we can’t deny is a factor in most career decisions is: age
Looking at the 22 year old CEOs of many tech companies, it is often a question that many of us ask ourselves. Am I too old to be CEO? Have I missed the entrepreneurship train? Funnily enough, if survey results are to be believed, about 2/3rd employees want to work in ‘magical’ start-ups.
Headhuntes exist to provide you with a new top position – so shouldn’t they gladly take their time whenever you call them? Well, it’s not that easy…
Over the past year, and in our own experience, we often talk to our headhunter partners and hear out their insights and also the key characteristics that they are looking for in a new candidate especially for a senior position. It is often hard to put a tangible measure for all the soft management skills that are increasingly growing in prominence with all executive recruiters and headhunters alike.
Let’s be honest: Our working environment is partly a large stage on which we need to market ourselves and represent our abilities in order to succeed. It all comes down to how we are able to emphasize strengths and cover up weaknesses. However, often we forget that perceived weaknesses can also be strengths that equip us with excellent characteristics, and sometimes we do not recognize their potential. If you are somewhat familiar with psychology, you have probably heard of the Big 5 personality traits.
The battle for the best candidates today requires a lot of commitment on the part of the employer. Good talents are few and far in between and it is not easy to find top talent. A common strategy recommended to help a headhunter or executive recruiter almost assumes that top candidates will be presented on a silver platter. And you only need to choose the best among them.
For 10 years researchers studied the behavior of busy managers in nearly a dozen large companies. Their findings on managerial behavior showed that fully 90% of managers squander their time in all sorts of ineffective activities. In other words, a mere 10% of managers spend their time in a committed, purposeful, and reflective manner.
There is possibly no recruitment method more cost- or time-efficient than re-staffing reliable former employees. According to a 2009 Career Builder survey of 2,924 hiring managers, 26% of employers who had laid people off in recent years were planning on bringing some of those layoff casualties back.
