GSP Baltimore

So what? Who cares?

A recent survey shows how CEOs have become less empathic. Out of 3,000 professionals surveyed, a third said that CEOs are less empathetic about life integration issues and being able to speak freely without their opinions.

Because of our intensive, daily involvement with top candidates in the marketplace, GSP Baltimore clients gain a view into how candidates will react to working for and with their company. We help them see what the candidates see, and how they can adapt to the changing perceptions and demands of the marketplace.

Winning for our clients is about creating the best possible hiring environment so they can hire the best people. We make that possible. If your search partner isn’t challenging your view of the marketplace and helping you be more empathetic, maybe you should make a change. We’re here to help.

This is a high priority time to find a new job!

Now is a super-busy time for job hunters. Both employers and job seekers are anxious to secure new roles before winter and the Christmas rush. Once this rush is over, things traditionally slow until early spring. Time is now to pick up the pace.

Employers are anxious to lock in new hires so these people can get accustomed to their roles over the next several months. They are also looking to get a head start on their hiring needs for the upcoming year. That means companies will be quicker to hire at times like these.

GSP Baltimore customers see tremendous benefit from partnering with a search firm like ours. Our expertise in accelerating the identification of candidates, as well as the application, qualification, and interviewing processes. This allows them to reach their hiring goals and objectives more easily than they can on their own.

Does your search partner help you speed your search process? Maybe we should have a conversation about your current and future hiring needs?

Successful data-driven recruiting starts with setting the right goals.

When’s the last time you considered your cost-per-hire? How about the amount of time it takes to hire the right candidate? What sources are the best for finding the qualified candidates you’re seeking? How effective is your hiring process, as measured by your job acceptance rate?

These questions and so many more require the use of a data-driven recruiting process. What does that mean? It means you collect data at various stages of the recruiting process and then evaluate them.

Evaluate them against what? EXACTLY! The first step in data-driven recruiting is setting specific goals to measure your success against.

At GSP Baltimore, we work closely with clients to understand what has historically worked and not worked with how they have recruited in the past. We set clear goals that address the shortcomings and reinforce the successful parts of the process. Then we help them execute and measure success.

Does your search partner help you define, measure, and achieve success, or do they just throw resumes over the transom? We’re here if you want to improve your data-driven process.

What the heck are they? Just a key to executive recruiting…

One key to successful executive search is the size of a company’s network of candidates, especially passive candidates. Passive candidates are typically not actively searching for a new role but are open to a conversation. Because of this, outreach needs to be highly personalized and compelling. Tailored communication is based on a knowledge of their current situation, an understanding of their skills, and respect for their personal situation. Finally, communication needs to provide them with a description of the perceived value to them, based on their situation.

Too often firms use generic communication to cast a wide net, while clients of GSP Baltimore see that we have detailed knowledge, like that formerly held on rolodex cards, that allows us to find the right people at the right time.

Does your search partner give you the confidence that they have a deep rolodex? Let’s talk!