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With unemployment rates in the Midwest running between 2.3% – 3.5%, it can make it hard to find the right people when you have a staffing need. That’s why partnering with a recruiter to help fill your open positions can be very helpful. Here is why Aureus Group is a good resource for you.

What we can help with:

  • Contract – We will place employees for a short or long period of time to help with any special projects, employee leaves, system conversions / transitions, etc. They’ll be considered our employee and on our payroll so that you only get billed weekly. We’ll take care of their time cards and any disciplinary action if necessary.
  • Match-Hire® -This is an excellent opportunity for you to make sure you hire the right candidate. The candidate will work for us (like a contract employee) for a contracted period of time. Once minimum hours required are met, the candidate can then roll onto your payroll with no additional fee. You may also terminate the candidate prior to if there is an issue or no need. It’s possible to bring them on as a full-time employee sooner by buying out the contract which would consist of a small fee.
  • Direct Hire -This type of employment is where you’ll pay a service fee to hire the candidate you want directly on to your payroll. We offer a guarantee period to help alleviate some stress and make sure they are the right person for the job.

Why Aureus Group?

  • We have an average satisfactory rating of 4.92 / 5.00 with our placed candidates.
  • At Aureus Group we take the time to fully vet our candidates. We want to do our best to ensure the candidates you are reviewing and hiring are ones who match the skills profile you’re looking for, culture of your company, and meet your financial goals.
  • We work as a team and do our own sourcing, full interview process, and provide background checks and references for your review.
  • Aureus Group was recently awarded as one of Forbes list of the Best 250 Professional Search Firms in America.
  • We are a part of C&A Industries, which is headquartered in Omaha, Nebraska and is the 28th largest staffing firm in the U.S. by Staffing Industry Analysts
  • Do you have a specific way you like to hire? Tell us. We work for you and want to do what’s best for you.
  • We can offer consulting on types of candidates / skill sets you may need or could consider as well as pay structures we currently see in the market so that you know what to expect and prepare for.
  • We are here to answer any of your questions. We promise to be candid; respectful of your decisions, desires, and wishes; and offer any advice and opinions we can along the way. We want to provide you with an experience that makes hiring easy, fun, and adds value to your team and company.

 

Chelsea Liska

Chelsea has been with Aureus Group since September 2011, and currently is an Account Manager for the Iowa market. Chelsea works with clients to discuss their staffing needs and assist in finding them the perfect candidate to join their team. She loves when she is able to use her skills to help someone and give them an amazing experience in their candidate and career search. Every day Chelsea gets to be a part of a company that is building into her so that she can build into others. When she isn’t working, she is active in her church. Chelsea loves being active and playing volleyball, golf, softball, snowboarding, working out, and hanging out with her friends and family. Binge watching her favorite shows is definitely a notable skill! She is personally and professionally committed to being an “Energy Ambassador!”

 

 

The post We’re Here for You appeared first on Aureus Group Blog: Employment and & Staffing Solutions - Executive Search, Finance & Accounting, IT/IS.

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Do you provide autonomy or define process?

Autonomy types show appreciation, build approachability and drive accountability. Process leaders leverage principles, outline tactical steps by being prescriptive, and drive predictability. Earlier this month Forbes published How Do you Lead? Identify your Leadership Type.

What type of environment are you creating? Take the first step in being self-aware about your leadership type and take the assessment.

Why is it important? Check out this video with more specifics on our recent survey to professionals that have transitioned to a new role and employer in 2019. We know that attracting retaining and developing talent relies on culture and effective leaders. You got this!

Chris Carlson, Managing Director
Chris is an experienced executive in the staffing industry. She has developed operational analyses, implemented programs /compensation plans, and has assisted hundreds of firms streamline processes and upgrade the competencies of their workforce. Finding innovative ways to generate new business, isolate top talent, and build teams is her passion. She has designed and executed many successful strategic marketing /recruiting plans and promotions. Chris began her career at Aureus Group, a full-service professional recruiting firm, in 1994 and currently serves as the Managing Director of Aureus Group specializing in the Finance and Accounting, Information Systems, and Executive Leadership roles in all industries including; Healthcare Administration, Banking, Finance, Insurance, Commercial Services, and Manufacturing.

In addition, Chris is a Certified Professional Consultant, and has an Executive Masters of Business Administration degree from the University of Nebraska at Omaha.

The post Are You an “A” or “P” Leader? appeared first on Aureus Group Blog: Employment and & Staffing Solutions - Executive Search, Finance & Accounting, IT/IS.

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Just how important are communication skills for leaders? If you ask former PepsiCo CEO, Indra Nooyi, communication is one of her “5 Cs” in her leadership model along with competency, courage & confidence, consistency, and compass. As Nooyi states, “You cannot over invest in communication skills – written and oral.” Warren Buffet is also a huge believer in developing public speaking skills. He calls it “the one investment that supersedes all the others.”

As we all know, communication is complicated, and effective leaders know it is much more than the mechanics of sending and receiving information. Communication can be written, verbal, non-verbal, body language, and communication through actions and appearance. As a leader, authenticity matters – be honest and sincere. Use your own voice vs. corporate speak. Visibility is a form of communication. Show up in person. Your team and others will notice. They need to see and feel who you are in order to feel connected. Finally, listening is a very powerful skill. Good communicators are good listeners. Listening fosters trust, respect, and openness as you learn to understand their perspective.

Today the world is in a state of unprecedented change. For most people, change is hard. People view change with skepticism and anxiety. The leader of an organization is responsible for painting a picture of how the change will benefit all stakeholders – employees, customers, shareholders, partners, and the communities in which we live. According to Gene Klann, with the Center for Creative Leadership, we have three laws of leadership – communication, communication, and communication. Effective communication lets team members know they are valuable, gives them emotional security, and is a significant part of the team bonding process.

As we have discussed, communication is a core leadership function. Leaders need to provide clarity, express ideas, and share information with a multitude of audiences and stakeholders. In addition, leaders need to understand and handle the rapid flow of information not only within their organization, but externally as well. At times we are overwhelmed with communication methods and vehicles. Face-to-face meetings, email, video conference, social media, team messaging applications, and texting can lead to a feeling of being overwhelmed.

To be an effective leader and business communicator: 1) Communicate often. 2) Simplify and be direct – say what you mean. 3) Listen and encourage input. Pause and silence allow others to share (this can be uncomfortable initially for leaders). 4) Story telling is a powerful tool. Good stories capture hearts and minds and helps us remember a vision, goal, or objective.

Mark Mueller
Mark is seasoned business executive with more than 25 years of experience. Mark has a strong background in financial and business operations management with a passion for business results, leadership, and achieving goals in a collaborative team environment.  Mark personally leverages his Gallup Strengths: Context, Harmony, Achiever, Responsibility, and Consistency.  Mark is excited to bring you the Aureus Group portfolio of staffing/recruiting programs including project staffing, direct hire, interim executives, and retained search. Mark has a bachelor’s degree in Finance and Business Administration from Loras College in Dubuque, IA.  Mark also earned an MBA from the University of Rochester William E Simon School of Business located in Rochester, NY

The post Communication Skills for Leaders appeared first on Aureus Group Blog: Employment and & Staffing Solutions - Executive Search, Finance & Accounting, IT/IS.

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With over half a billion users on LinkedIn, there is a good reason why you should be utilizing this professional platform. Whether you are looking for a new job opportunity or looking to network with like-minded professionals, LinkedIn is THE social networking site to invest your time and focus on. According to LinkedIn’s Marketing Solutions Blog, 61 million LinkedIn users are senior level influencers and 40 million are in decision-making positions. LinkedIn is a direct line to communicating and networking with these higher level professionals, so how can we utilize this amazing tool? Here are a few tips to help you make the most out of your LinkedIn profile and how to set yourself up for success on this platform.

Claim your custom URL

One of the first things you should do to utilize your LinkedIn profile is claim your custom URL. What does that mean? LinkedIn allows you to personalize your profile with a URL made specifically for you. Your custom URL will help others find your profile so that they can connect with you. It also makes it a link that is easy to share and add to your resume or other websites.

Profile and background photo

Your profile and background photo are the first thing that anyone will see before connecting with you (if you have your profile settings set up correctly). Your profile photo should be a professional picture that captures your personality. That means no selfies, no pictures with your pets, and no group shots…only you and that lovely face of yours. Make sure that your profile photo has good lighting and that you look approachable.

The other important photo people often forget about is your background photo. LinkedIn profiles tend to look the same, but your background photo can help set you apart if it is creative. Not sure what type of background photo to add to your profile? Ask yourself, “What are you trying to accomplish?” and “Who are you trying to attract?” Having a background photo that answers these questions will help you determine how to enhance this space. Don’t forget to make sure your background photo is compatible with both desktop and mobile layouts. The correct size for a LinkedIn background photo is 1584×396 pixels.

Summary

Your profile summary is the first thing LinkedIn users will learn about you. It is your elevator pitch about yourself. In your summary, you should answer everyone’s favorite interview question, “Tell me about yourself”. This is a great question to help you get started – whether you are looking for a new opportunity or trying to grow your network. In this section let others know what you do, what you want to do, and what your passion is. Don’t be afraid to make it your own and add your personality. LinkedIn is a professional networking site, but professionals can have a sense of humor too, right?

Another available feature for the summary section is media. You can add media such as your resume, relevant videos, or content you have created. If you have put effort into making any of these things, make sure you use this feature to showcase it.

Interact with your network

Networking can seem intimidating online, but it is as simple as connecting and creating conversations. If you see someone post an interesting article in your newsfeed, leave a comment and engage with their content. If someone likes or comments on any content that you post, follow up with them and thank them for liking your content. This may feel weird to do at first, but it is what the platform is for – connecting and engaging with other professionals.

Share content

Sharing content is another key to utilizing your time on LinkedIn. You should share content to show that you are active on LinkedIn. While having your profile set up is the first step for success, those connecting with you want to see what you have to say. Share an article, or better yet, write an article of your own about a topic you find interesting or relevant to your field. Video is another great way to create conversations and engage in the LinkedIn community. Whatever method of sharing you prefer, try to share a few times a week to show your knowledge of your industry or that you are actively trying to find a position.

If you are looking for a new opportunity, I hope these tips help you get started with updating your profile and give you an idea on how to start/enhance your networking efforts. If you need further help in your job search, Aureus Group can help connect you to employers and job opportunities. Connect with us today to start your confidential conversation.

Morgan Teckmeyer

Morgan has been with Aureus Group since September 2016 and currently serves as the Social Media Content and Brand Specialist. She has the opportunity to create and share content for those on her team to increase their social presence, as well as connect with potential clients and customers. After spending two years working hands on in the staffing industry, Morgan understands the power of networking and social media. She loves the opportunity to be part of this new era of online networking, and is excited to see how the industry continues to evolve. Morgan loves to travel, work out, sing, and spend time with her family and with her husband, Grant.

The post Make the Most of Your LinkedIn Profile appeared first on Aureus Group Blog: Employment and & Staffing Solutions - Executive Search, Finance & Accounting, IT/IS.

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We are always looking to learn and isolate ways to get better at hiring, developing, and retaining top talent for ourselves and our customers. We recently conducted a survey to professionals who started new roles in 2019. The most important criteria in selecting a new employer was workplace culture. Compensation, career advancement, benefits, type of work, and development opportunities were also noted.

What else did we learn?

  1. Company Reviews Matter
  2. Your New Hires May Still Be Looking
  3. Talent is Craving Development
  4. It’s a Candidate Driven Market

Why should these four topics matter to you?

Company Reviews Matter

Top talent is engaged and NOT typically applying to job postings. However, once attracted to an opportunity, top talent is looking online to research company reviews

Glassdoor led this category with 56% of candidates visiting the site to look at reviews. Here’s a few other sites noted: Linkedin – 48%, Google – 46%, Indeed – 38%, and 15% of people didn’t look at reviews at all.


Are Your New Hires Still Looking?

15% of respondents stated they were still actively looking after accepting a position. Almost 72% of this same group received additional employer inquiries, and 51% had other job offers to consider.


Talent is Craving Development

A striking 87% of Millennials rate “professional or career growth and development opportunities as important to them in a job” (69% of non-millennials say the same!).

It’s a Candidate-Driven Market

Yes, the unemployment rate is at an extremely low level. However, the reality is we don’t have to solve the talent shortage. We collectively need to improve recruiting and development. A long drawn out interview process will not attract and secure top talent. Lack of development will reduce the retention rates of top talent. Let’s work together to attract and retain top talent with ongoing discussions on how your employees can develop technical and soft skills.

Recruiting passive candidates is an art and a science. Sharing our compelling stories and on-boarding top talent is just the beginning. Strategically aligning talent with managers / coaches who excel at development is where the magic retention of the right people happens. We believe this aligns with our mission to be the staffing provider and employer of choice by helping people and companies achieve their goals.

Chris Carlson

Chris is an experienced executive in the staffing industry. She has developed operational analyses, implemented programs /compensation plans, and has assisted hundreds of firms streamline processes and upgrade the competencies of their workforce. Finding innovative ways to generate new business, isolate top talent, and build teams is her passion. She has designed and executed many successful strategic marketing /recruiting plans and promotions. Chris began her career at Aureus Group, a full-service professional recruiting firm, in 1994 and currently serves as the Managing Director of Aureus Group specializing in the Finance and Accounting, Information Systems, and Executive Leadership roles in all industries including; Healthcare Administration, Banking, Finance, Insurance, Commercial Services, and Manufacturing.

In addition, Chris is a Certified Professional Consultant, and has an Executive Masters of Business Administration degree from the University of Nebraska at Omaha.

Grid Source: GALLUP

The post Survey Says…What Did We Learn? appeared first on Aureus Group Blog: Employment and & Staffing Solutions - Executive Search, Finance & Accounting, IT/IS.

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Standing outside at my daughter’s fifth grade “walk out” (a really cool tradition at her elementary school), I got to talking to another parent who is a local business leader. Inevitably, as all of my conversations with these folks tend to do, the talk centered on how tough it is to find talent. He happens to sit on an economic planning and development board, and in years past they would spend 80 percent of their time on growth initiatives and 20 percent on talent strategies. Recently, it has flipped on its head to 80 percent of the talk moving to talent. This, no doubt, coincides with what we are seeing in Omaha and beyond. Growth can be a challenge in times of super low unemployment, as so much energy goes into the talent acquisition rather than business expansion.

Omaha has hovered between a 2.8 and 2.9 percent unemployment rate for the last few years, which is well below the national average. My team is in the business of staffing the professional workforce, and our candidates are almost universally college degreed professionals. The rate dips even further when you factor that in. We surmise to somewhere in the mid one percent. The bright spot to note is that most organizations are still planning for immediate growth. Open positions in fields such as accounting, IT, and healthcare (my teams’ specialty areas) are plentiful. With so few qualified candidates to take them, however, the grind is very real to select candidates who continue to enable the growth they desire.

So what can we do? As with any true strategy, there are no immediate fixes. There are also too many to really talk about in any blog or talent strategy meeting. There is one that I think needs to be utilized better, which is openness around mixing generations on work teams.

I have spoken about “fit” in previous blogs and videos, and I will never back down from how important I feel “fit” is in building effective teams that enable growth. However, I see companies interpreting this in a way that has them hiring the same kind of people over and over again. All of a sudden “fit” comes at the sacrifice of diversity, and over time everyone looks and talks the same. It may be harmonious, but it is not productive. The two workforces that can really plug gaps quickly for us right now are new grads and baby boomers. Don’t be afraid to mix these Gen Zs and baby boomers together on teams to get the right productivity and diversity of thought.

Now, any qualified person will have to have the right skills and modalities to perform jobs. You simply cannot sacrifice that for any reason. We see new grads coming in with tremendous technical skill around software platforms and open-mindedness around the work they do. On the boomer side, we are seeing engagement on doing work that might be less desirable to many others on teams. We see providing different perspectives on problem-solving that gives organizations a broader approach to how they deliver. Those are the differences. Now, let’s consider the similarities.

Both Gen Z & baby boomers grew up in times of relative financial crisis and burgeoning new creativity and resourcefulness. Many HR and marketing scholars note that Gen Z & boomers may be the most similar generations that exist in the workplace right now. This mixture of common work ethic and diversity of skill is something that can really impact a team positively. They may also be the most available folks applying to your postings.

We always advise hiring tough, focusing on core value match to your organization, as well as technical skill adaptability. While doing this, also keep a blind eye on demographics to ensure talent diversity.

Nate Elgert

Nate joined Aureus Group in 2006 and has exclusively been serving Nebraska customers all across the state. In his role as Sales Manager, Nate leads an elite team of recruiters and account managers who source accounting and finance talent within all industries. This talent ranges from technical individual contributors to executive finance leadership.

 Nate has earned the prestigious “President’s Club” award three times, which puts him in upper echelon status among not only his Aureus Group peers, but also in the staffing and recruitment industry. He attributes his success to a transparent style of communication and a sincere belief in pairing the best interests of his clients with that of his candidates on every occasion.

Prior to his time at Aureus Group, Nate carved out his skills in the banking, advertising, and retail industries. These growth experiences led Nate from Kansas City to Des Moines to Phoenix and then back to his original home in Nebraska. Nate holds a bachelor’s degree in communication studies from The University of Missouri at Kansas City and is a Certified Personnel Consultant (CPC) through the National Association of Personnel Services (NAPS).

The post Generation Z & Baby Boomers – Available Talent That are More Similar Than You Think appeared first on Aureus Group Blog: Employment and & Staffing Solutions - Executive Search, Finance & Accounting, IT/IS.

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Have you ever been in a meeting or at a conference where you are sitting at a table full of strangers and you are not sure how to start the conversation? How about an awkward conversation where you are not sure what to ask next or how to carry the conversation forward? These are business situations that we have all been faced with. In this blog I wanted to share what I learned at a recent Nebraska Hospital Association Conference of how to start a conversation and how to keep it going.

At the conference, we had the opportunity to listen to Debra Fine as a keynote speaker; and what a powerful opening speaker she was. Debra is the bestselling author of the The Fine Art of Small Talk How to Start a Conversation, Keep it Going, Build Rapport – and Leave a Positive Impression. What truly impressed me was not only the content but how she engaged an entire room. Debra was effective at getting everyone to open up, even individuals that we may consider introverts.

Key takeaways:

  • The Most Important Word in a Conversation – Your Name
    Admittedly this has been an area of opportunity for me. In the past, I would have no problem continuing a conversation, however, five minutes would pass and I could not for the life of me remember the person’s name I was in conversation with. Debra suggested focusing on the name from the very beginning. Try associating this name with something common to you or another person with that same name.
  • Breaking the Ice
    This is about getting past the common conversation pleasantries of “Hi, how are you?” Our goal should be to genuinely connect with the person we are engaging with. A suggestion made by Debra is to utilize location. For example, if the conference is in Nebraska, ask how that individual is tied to Nebraska.
  • Replace “How” with “Tell me”
    Here’s a perfect example: “How was your day?” vs. “Tell me about your day.” Of course, this will depend on the delivery of this question, but using “Tell me” shows genuine interest. This allows for the conversation to go deeper. We live in a society where “How was your day” is not different than “Hi”.
  • Exit Gracefully
    This resonated deeply with me. Closing out an engaging conversation can be tricky and you certainly don’t want to ruin the strong connection you just made. A key suggestion was to wave the white flag or signal to the other person that this conversation is coming to a close. For example, “Before I grab another cup of coffee, tell me what your greatest challenge is with your role” or “Before I catch up with another client, tell me what you enjoyed most about your last vacation.” Either of these examples will give a clear indication to the other party that the conversation is coming to an end.

These are only a few key takeaways of mine and I certainly hope you can apply these suggestions. Debra elaborates much further on a variety of topics and has a lot to offer. The next time you are at a networking event, I challenge you to utilize one of the above takeaways.

Mike Delanie

Mike joined Aureus Group Healthcare Administration in February 2014. As a Sales Manager he brings several years of experience in healthcare recruiting and has proven to have the ability to meet both client and candidate expectations. Prior to joining Aureus Group, Mike worked for a national allied healthcare search firm and won Allied Recruiter in 2012. Mike has a bachelor’s degree in nutrition, health and exercise science from the University of Nebraska in Lincoln, NE.

The post Refining Small Talk appeared first on Aureus Group Blog: Employment and & Staffing Solutions - Executive Search, Finance & Accounting, IT/IS.

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I recently had the opportunity to present at an AFWA (Accounting and Finance Women’s Alliance) event in Omaha. In my presentation, I shared five concepts for leaders to improve the alignment between their organization’s talent strategy and business strategy. I had a fantastic group of attendees who asked great questions and shared stories of their experiences. A common theme emerged in many of the stories that were shared…communication.

One of the attendees, a partner with a public accounting firm, shared that she has been disappointed with the results/work product of her team. She wanted to know how she could better communicate her expectations to get the results she is after.

Her experience reminded me of a quote from George Bernard Shaw that I have heard many times from one of my mentors – “The single biggest problem in communication is the illusion that it has taken place.”

All too often we leave a conversation thinking that we have communicated our exact expectations and believe that our audience (whether it’s one person or 50) fully understands what we need and expect from them.

In the effort to bridge the communication gap, I am sharing an article that I read recently. It sums up a few of the communication challenges that we face in the workplace and provides some suggestions on how to handle them.

Chris Walker
Chris Walker is the Regional Manager of Aureus Group’s Finance and Accounting (AFA) division. As the Regional Manager for AFA, Chris leads a team of more than 10 professionals who provide staffing and recruiting solutions for all facets of accounting and finance. In addition to staffing and recruiting for accountants, auditors, financial analysts, tax professionals, controllers, CFOs, payroll, and human resource professionals, AFA also provides information on industry trends, salary and compensation, and assists clients with outplacement services.

Since starting with AFA in 2000, Chris has held many roles within the organization including account manager, team leader, sales manager and branch manager. She earned her Certified Personnel Consultant designation and is an active member of Central Iowa SHRM and the Iowa Society of CPAs.

The post The Communication Illusion appeared first on Aureus Group Blog: Employment and & Staffing Solutions - Executive Search, Finance & Accounting, IT/IS.

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Bill George, author of Authentic Leadership, defines authentic leaders as “genuine, moral, and character-based leaders: People of the highest integrity, committed to building enduring organizations…who have a deep sense of purpose and are true to their core values who have the courage to build their companies to meet the needs of all their stakeholders, and who recognize the importance of their service to society.”

George further identifies five qualities that authentic leaders possess:

  1. Understanding their purpose
  2. Practicing solid values
  3. Leading with heart
  4. Establishing connected relationships
  5. Demonstrating self-discipline

So why all the buzz around authentic leadership? In Birgit Ohlin’s article Positive Leadership: How to be an Authentic Leader she discusses how “an employee’s perception of authentic leadership is the strongest single predictor of job satisfaction, organizational commitment, and workplace happiness.” When employees genuinely feel uplifted, empowered, and supported by leaders they are apt to be motivated and productive. Similarly, an environment fostered from a leader’s disingenuous approach can quickly have a negative impact on employee satisfaction.

Being an authentic leader, or simply authentic in general, is not superficial; it is an expression of one’s character. It is important to note that you do not need to be in a leadership role or running a business to act with authenticity. Your daily interactions with colleagues can be positively impacted when approached authentically. Most people respond better when they are approached in a real and genuine manner rather than with a fake or forced approach. Being an authentic leader is not about being a perfect leader. No one is perfect, everyone makes mistakes. It’s how we learn, grow, and apply the lessons learned from our mistakes to future situations that make someone an effective leader.

Authentic leaders recognize and acknowledge their strengths as well as their weaknesses. Authentic leaders display self-control and are self-aware even in the most difficult of situations. There are no surprises with an authentic leader, they are consistent and you know the person you are going to get.

“Authentic leaders are not afraid to show their emotions, their vulnerability, or connect with their employees.” ~Kevin Kruse

Are you an authentic leader? How can you apply these qualities to your daily interactions with your team?

Becca Usher

Becca joined Aureus Group Healthcare Leadership in September 2013 and has more than 15 years of experience in the healthcare industry. With experience on the provider, payer, and insurance broker sides of healthcare, she possesses the operational, clinical, and regulatory knowledge necessary to adequately assess and screen candidates. As a recruiter, Becca focuses on healthcare administration searches across the United States with a priority focus in the Midwest. Becca graduated from East Carolina University in Greenville, NC with a bachelor’s degree in exercise sport science. She also earned a Master of Healthcare Administration as well as an MBA from the University of Maryland University College in Adelphi, MD.

The post Authentic Leadership – Leading with Character appeared first on Aureus Group Blog: Employment and & Staffing Solutions - Executive Search, Finance & Accounting, IT/IS.

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Counter offers, turned down offers, multiple offers! Welcome to this hiring market. Companies are hiring, positions are being created, and promotions are happening. This is good news for the market and economy, but what makes it hard is that sometimes we have to move faster than we are prepared to in order to get the candidate. Long interview processes, especially for higher level candidates, are a normal thing. Today I want to discuss reasons why I think we should cut down our interview process.

Candidate burn out

I have the pleasure of working with both clients and candidates during the entire interview stage. Some of my candidates experience burn out at the end of long interview processes. I have even had candidates withdraw themselves from consideration due to feeling like “they (the client) must not be sure about me if they don’t know yet.” It is important to have a process when hiring. I would suggest letting your recruiter know your timeline and process so that the candidate can have a heads up. I would also encourage re-evaluating processes if you want to maintain candidate interest. Nothing is worse than getting past the fifth interview to find out the candidate is no longer interested, or on the candidate’s end that they are not being chosen after committing so much.

Being respectful of their current working situation

Unemployment is incredibly low and it is probably going to stay that way for awhile. This means that most of the candidates you’re interviewing are currently working. To keep a candidate engaged, I think it’s important to show that you respect their current situation. Get their availability for interviewing and be flexible with what works for them. Be mindful of scheduling in advance if you’re going to do a half or full day of interviewing. Also be mindful of the time of day you’re choosing. It’s easier to step away from work at the beginning of the day, the end of the day, or over a lunch hour. Leaving at a random time isn’t always as explainable. We don’t want to jeopardize anything with their current employer. I believe being flexible for the candidate shows how valuable they are and the level of interest you have.

Too late to the table

More than likely, you aren’t the only company a candidate is interviewing with. Hopefully you will know that either from the candidate or from the recruiter, but sometimes candidates hold that information close. If you love a candidate, but you have two or three more steps you need to work through before an offer, you may miss out because another company is done interviewing. We recently had a candidate who had multiple companies she was interviewing with, and they were all equal in her mind, so she just took the first offer that came her way.

If you have found yourself in a situation where you are losing out on candidates or having offers turned down, I would encourage you to evaluate your process. There may be simple changes that you could make. The market is hot so sometimes process won’t even matter, but it could be one less road block. As always, if you have any questions or need assistance in your hiring, call me. I’d love to partner with you and help in any way I can.

Chelsa Liska

Chelsea has been with Aureus Group since September 2011, and currently is an Account Manager for the Iowa market. Chelsea works with clients to discuss their staffing needs and assist in finding them the perfect candidate to join their team. She loves when she is able to use her skills to help someone and give them an amazing experience in their candidate and career search. Every day Chelsea gets to be a part of a company that is building into her so that she can build into others. When she isn’t working, she is active in her church. Chelsea loves being active and playing volleyball, golf, softball, snowboarding, working out, and hanging out with her friends and family. Binge watching her favorite shows is definitely a notable skill! She is personally and professionally committed to being an “Energy Ambassador!”

The post Don’t Be Late to the Table appeared first on Aureus Group Blog: Employment and & Staffing Solutions - Executive Search, Finance & Accounting, IT/IS.

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