At SRS, we help you find and retain the top talent in the legal and IT industries
What’s your first response to the question, how to keep top talent? If you believe it is solely about offering them more money or prestige, consider this recent ranking of the top law firms in the country. The ones rated as the best for compensation or prestige didn’t even make the top ten.
Although compensation is an important factor, it is not always the determining or sole factor in what helps you retain your top talent. Here are five things that your top talent seeks beyond compensation:
Top Talent Seek Opportunities for Personal Growth
Learning opportunities can keep talented hires engaged in the firm’s work and mission. While especially popular in the IT departments, learning opportunities can also help retain employees in other areas. For example, one law firm in Australia provided the opportunity to learn Mandarin.
Recognition and Respect are Essential
Great employees continue to prove themselves every day. They help set and maintain the productive rhythm of the company by stepping up when needed and mentoring others. When you have top talent, it is obvious so why not, reciprocate. Recognition and respect from leadership helps to solidify the bond between your company and its great employees.
Top Talent Seeks a Leadership Team They Can Trust
Like all long-term relationships, trust is a factor. Fairness is a factor. Caring is a factor. Great employees stay because they can trust that leadership has their back. They can trust that leadership will make the best decisions for the company. They trust that when things go sideways, leadership will get the company back on course.
Stability Attracts Top Talent
A law firm with the right amount of stability can benefit the top young talent. It is essential to find the right balance between removing bad employees and allowing too much turnover. A successful organization has senior talent in place to help nurture young employees into a path towards leadership.
The Best Employees Share Your Company’s Vision and Strategy
Even in the hierarchical military chain of command, providing a clear strategy will help you retain the best people. The talented want to see their roles in your firm’s strategic plan.
But before you can link employee values and personal goals with your firm’s, you must find out which talent is the best fit. To do this, the “Harvard Business Review” suggests not just looking for ability but also aspiration. At Strategic Recruitment Solutions, our goal is to connect our Client Partners with the best active and passive candidates searching for a high-end career. Our experts can help streamline your executive recruitment strategies and assist in managing the entire interviewing and hiring process.
Strategic Recruitment Solutions has been matching top companies with top talent in the Gulf Region for more than a decade. We focus on Legal and IT Recruiting and have industry-expert recruiters that can offer the kind of insight and guidance that helps grow companies and careers. We have offices in New Orleans and Baton Rouge and are ready to help your business identify professional candidates for the legal and IT industries.
When you are ready to add to your team, consider partnering with us. We can help you recruit and retain employees now and in the future. Call us today at 888-366-6508.
Yes, personality does matter! Hiring decisions today are based on more than having a specific skill set or an abundance of experience. Employers are also looking for employees who fit their company culture. So why does personality matter? By assessing a candidate’s personality traits, a hiring manager will assess whether a candidate fits into their company’s culture. Although each employer may value different traits based on the core values of their business, the following traits are the most attractive to future employers:
1. Be trustworthy, respectful of others, and team-oriented.
Part of fitting into a company’s culture is fitting in with the people who make up the culture.
2. Make sure your personality is enthusiastic, passionate, tenacious, and confident.
Employers know that when employees thrive in their work environment, the company thrives as well.
3. Show dedication, flexibility, and professionalism.
Employers aim for employees who are professional in their work commitment and to the company’s core values. Everyone knows that projects, tasks, and interactions do not always go as planned. Above all, show you are flexible and can adapt to multiple situations.
4. Be intellectually curious and show your emotional intelligence.
Intellectual curiosity and emotional intelligence complement one another. Employers appreciate candidates who have a desire to learn and who want to discover new things. As a result, employers will look at an employee’s ability to balance themselves and their interpersonal relationships.
Finally, personality matters more today in the hiring process than ever before. Furthermore, by paying attention to these traits you will gain the hiring manager’s attention and give yourself a better chance to land your dream job.
If you are ready to take the next step to advance your career, call us today! For decades, Strategic Recruitment Solutions has been instrumental in helping job seekers find their dream jobs. We are your one-stop shop for information, guidance, and insight into the legal and IT markets. Furthermore, we have the keys to help you land your dream job. To get started, search our current opportunities or submit your resume today.
Diversity in the workplace is becoming more essential. We live in a global economy. As we expand our digital reach, your business interacts with people from different generations, backgrounds, and cultures daily. Diversity can influence how your employees perceive themselves and how they will treat others. In addition, implementing a diversity plan will help create a healthy company culture and foster workplace unity.
Here are five reasons why diversity is essential to your business:
1) You Will Gain More Talents, Skills, and Experiences on Your Team.
By hiring individuals from diverse backgrounds, your company will have more opportunities to succeed. Each team member brings their own variety of skills and experiences to your business. Therefore, it is essential that employees learn from each other and grow.
2) Creativity and Innovation Will Thrive.
By adding people with various backgrounds, experiences and working styles, you can create a thriving culture of creativity. Innovation thrives in an accepting environment. Furthermore, jobseekers value a company where everyone can be themselves.
3) Diversity Brings New language skills.
Language barriers and cultural differences can act as an obstacle to commerce. In addition, by hiring individuals who speak different languages, you will open opportunities for learning and commerce.
The higher your team’s morale, the more productive your employees. It is the “all for one, one for all” mentality. By encouraging workers from all backgrounds to achieve their best, you are increase your chances for success.
Don’t Miss an Opportunity To Hire The Best
Finally, each individual brings something different to the team. Consequently, by hiring a variety of people, you will gain fresh perspectives and ideas. If you are ready to add to your team, consider partnering with Strategic Recruitment Solutions. We have decades of experience working with law firms and technology companies throughout the Gulf Coast region. SRS can show you to add diversity to your team. Give us a call today at 888-366-6508
“If you’re horrible to me, I’m going to write a song about it, and you won’t like it. That’s how I operate.”
Taylor Swift –“Why You Got To Be So Mean?”
You probably aren’t a songwriter or a singer but I’ll bet you can identify with being in the position of being bullied Schools are usually the site most people associate with bullying, but the workplace sadly can also be a fertile environment for bullying. I suppose those school yard bullies have to go somewhere when they grow up.
The National Institute for Occupational Safety and Health reports that 25% of participating companies reported some degree of bullying had occurred in the preceding year. Bullying occurs at every level, can be hard to identify and even harder to manage. Unnoticed it can have devastating consequences resulting in errors, poor client satisfaction, increased costs and high turnover rates (crisisprevention.com) feeding into the War on Talent I blogged on recently. Companies should be proactive in addressing this issue and realize that is a type of civil rights violation. The Workplace Bullying Institute (yes, there is such a place) notes that during good times abused workers tend to leave positions in which they feel bullied but in a down economy, many feel that they have to stay because their options are limited. (Libertymutual.com/responsibility)
Twelve states currently have 17 active bills which target an “abusive work environment and abusive conduct” in the workplace Louisiana currently does not have such a bill but the initiative is there for all states to join in. These Healthy Workplace Bills give four classes of abusive conduct that are actionable: “1.verbal abuse, 2.conduct that is threatening, intimidating or humiliating, 3. work interference, 4. exploitation of known vulnerability, physical or psychological.”
**Ronald Riggio in February 2010 “Psychology Today” identifies some typical, unacceptable workplace behaviors that are types of bullying: Threats such as docking an employees pay; The Silent Treatment – stopping talking when the victim enters the room or lowering voices and giggling; Rumors –spreading information to tarnish someone’s reputation; Sabotaging work –altering the victim’s work to make it unacceptable. Riggio recommends visiting the site kickbully.com to identify causes and consequences and ways to fight back.
Marilyn Astin Tarlton Partner/Catalyst at Attorney at Work gives some advice on confronting a bully in the work place which can be difficult since the bully is often in a position of power. Some dos and don’ts : Do keep a record /journal of things said or done that you consider to be bullying, choose a time when you can be unemotional and meet face to face. And explain what you want to change. It is less threatening to use “I” language such as “I would appreciate it if you would ____, or I feel ___________ when you ___________. Do be aggressive. Call the bully out but stay calm
Don’t expect colleagues to support you. It would be great to have others express their dissatisfaction but not everyone is prepared to face the possible consequences. Don’t back down and don’t be surprised if a confrontation does not go smoothly and produce immediate and tidy results.
And finally, DO be prepared for consequences that may force you to find another job.
Tom Field in Success Unlimited makes some good points to ponder.
“IT IS THE LACK OF KNOWLEDGE OF, OR THE UNWILLINGNESS TO RECOGNIZE OR THE DELIBERATE DENIAL OF THE EXISTENCE OF THE SERIAL BULLY WHICH IS THE MOST COMMON REASON FOR AN UNSATISFACTORY OUTCOME FOR BOTH EMPLOYEE AND EMPLOYERS.
