Nelson Leiser

Elevate your organization by tapping into the unique skills and experiences of veterans and military spouses. Explore our comprehensive hiring guide and discover how together, we can build a brighter future for those who have served our nation. Download it today:

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Exciting news for military spouses! Military.com has released its list of the top 24 employers dedicated to hiring and supporting military spouses in 2024. From flexible work arrangements to comprehensive benefits, these companies are leading the way in creating opportunities for those who support our nation's heroes. Discover which companies made the list and how they are making a difference. Read the full article here! #MilitarySpouse #EmploymentOpportunities #MilitaryFamilies

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What are your thoughts when you hire an Executive Search Firm? The honest answer is no one wants to and it is done because your current TA/HR can't manage the positions you have that are critical to your growth. Or, maybe you are too small to have that department and need support. We know you don't want to be our friends, but you are looking for a professional relationship that will result in trust, respect and a knowledge we are clearly understanding of the market. That said? Why do so many clients do the same thing they have done previously after we are hired? Same steps, same direction? Slow the process down? Not make the "Critical Hire" a top priority? Bog down in "can't get on calendars", "too many people to try to get together in a timely manner?" Excuses run rampant, and in the meantime? Candidates slip by and are hired by competitors or worse a company can be seen as not able to make decisions - which is a death knell for someone wanting to join a progressive firm. As an industry, let's work towards a cohesive, managed approach to bringing qualified talent to your organization when you engage in Executive Search. Folks, look at your hiring process - and your knowledge of what the market will bear for your senior leadership openings. You are not bringing us on for fun and games. We believe it is serious when engaged and take it as such. The "Pleasantly Persistent" nature of our job may be an irritant to you, but you have asked us to do a job. Let us do so (without repercussion) for all to be successful. In addition, do not ever call references - that is our job and if you do this prior to an offer letter, you completely jeopardize a passive candidate. Very unprofessional, not to mention putting a candidate's livelihood in play. Hopefully, many of you will think this through, regardless of size and look towards a more streamlined solution with your hiring partners. Work with the us to bring best practices to going forward. Lydia McArthur

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Confidence levels among job seekers and employees experienced a decline in Q2 2024, with the Vaco Talent Pulse Report revealing that only 35% of respondents shared extreme confidence in their ability to get and hold a job right now, an 8% drop from Q1 2024. To learn more about current job seeker and employee confidence levels, check out the Q2 Vaco Talent Pulse Report. https://lnkd.in/evyXfq-Z #talentpulsereport | #jobseekerconfidence | #jobsearch2024

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Why You Need a VA A VA is a multitasker who juggles the daily business tasks and the dirty work so you can focus on growing your company. In many cases, the VA is the first employee you need to hire as they’ll increase your efficiency and help you recruit and manage the rest of the team. Working with a VA is also a good way to train yourself to delegate and practice giving clear instructions—a skill every leader must have. By earning your VA’s loyalty, you’ll have a partner to rely on in the face of adversity. You’ll be able to focus on the big problems, knowing the small ones are well handled and your company is continuously moving forward. Can a VA do that? Yes. Let’s take a few examples: 1- Shopify/logistics: If you run a store on Shopify, your VA can manage the inventory and the logistics and ensure orders fulfillment. 2- Product scouting: For many businesses, a VA can screen the market to obtain new products for your portfolio. 3- Travel/Schedule Reminders: If you hate to manage your schedule or need to find the most affordable flight ticket, your VA can handle it. 4- Sales DMing: Given clear instructions, your VA can make cold calls and reach out to potential prospects who might want to schedule a meeting with you. 5- Product onboarding: Especially for a software product, you’ll need your VA to onboard new customers and demonstrate the product features to them. 6- Executive assistant: The VA is also a great executive assistant that can take care of tasks such as data entry, research, managing your email, or taking meeting notes. How to Hire a VA Besides being a culture fit and having good English and communication skills, how can you distinguish the right candidate? Keep an eye out for: - Organizational skills: The main purpose of delegating is to free your mind and time, so don’t hire someone you’ll need to babysit. Find a self-reliable VA that knows how to organize their tasks and get their job done without your help. - Technical skill: You might need your VA to arrange a meeting, manage an event, book tickets, or research potential affiliates. All this requires computer and web skills. If you’re working with a specific CRM software or eCommerce platform (such as Zendesk or Shopify) you need a VA who’s familiar with them. - Industry-awareness: As a product specialist, the VA must understand your industry and know how to get around with vendors and other business partners. Since VAs work on a wide range of tasks, they tend to have diverse skill sets, so be clear about your goals and expectations during the interviews (and in the job post). Don’t shy away from giving your candidates a relative task. It can be as simple as doing an internet search or transcribing an audio file. Let’s Recap Unless you want to spend your days doing menial work that stresses you out, you need a VA. Finding the right VA requires paying close attention to the hiring process.

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Confidence levels among job seekers and employees experienced a decline in Q2 2024, with the Vaco Talent Pulse Report revealing that only 35% of respondents shared extreme confidence in their ability to get and hold a job right now, an 8% drop from Q1 2024. To learn more about current job seeker and employee confidence levels, check out the Q2 Vaco Talent Pulse Report. https://lnkd.in/eQ8biq73 #talentpulsereport | #jobseekerconfidence | #jobsearch2024

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While many organizations have taken steps to increase their support of military-connected talent over the years, there are still gaps in the workplace. Implement hiring programs that support the mobility of these talented workers:

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While many organizations have taken steps to increase their support of military-connected talent over the years, there are still gaps in the workplace. Implement hiring programs that support the mobility of these talented workers:

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While many organizations have taken steps to increase their support of military-connected talent over the years, there are still gaps in the workplace. Implement hiring programs that support the mobility of these talented workers:

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The Q2 Vaco Talent Pulse Report is out, and there is a notable decrease in confidence levels across the three key areas measured: job security, financial status and career advancement. Key findings include: Job Security: 35% feel extremely confident in their job search, down from 43% in Q1. Financial Status: Minimal decline in confidence to improve financial situation, from 45% to 44%. Career Advancement: A five-point drop in confidence for career advancement, from 50% to 45%. Companies are being increasingly strategic about their hiring which, in some cases, includes outsourcing roles and departments. This is resulting in people having a harder time finding jobs and is undoubtedly impacting confidence levels. To access the full report, go to https://lnkd.in/ehhDU5R3. As we continue to navigate these uncertain times, it's crucial for organizations to engage with their workforce and adopt strategic approaches to recruiting and motivating top talent. As employers, we can’t control everything, but we can continue to positively influence culture, engagement and productivity. Proactive communication is key. #talentpulsereport | #jobseekerconfidence | #jobsearch2024

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Why are you so surprised you didn't get the job offer? If you are a hiring manager looking for a top player, this article below will give you a map to evaluate the effort a candidate puts in to be prepared for your interview. And if you are a candidate looking to make a job change, this article reveals what you must prove and act on to compete for the best jobs. Sending the same resume to 50 companies will get you no where other than job offers from marginal companies selling marginal stuff. Do you know the number one reason candidates lose out on job offers? Lack of research, preparation and a compelling reason to leave their current job. Regardless of what they tell you (over or under qualified...found a person from the industry...you're too expensive, etc.), the real reason is you were not prepared or weren't good enough to make an offer. The perception of what you thought you were was not reality. And, if you are unemployed looking for a job, you need to show what active learning you have been doing to secure a new job. "Taking time to paint the bathroom....taking time to relax and enjoy the summer, winter, holiday..., etc." is not the answer to show you want and need to work. Do the preparation before you send 50 resumes out with no clue what the job really is about. Today's labor market is too tight for hope as a strategy or kicking tires to "see what's out there." Headhunter and career performance coach, Russ Riendeau https://lnkd.in/gBsyMBTk

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I recently had a candidate take a step back for his new role and the reason isn’t what you may think. A lot of assumptions can be made when recruiters and hiring teams look at resumes. But if you don’t give the person a call, you won’t ever understand the full story. This candidate went from being a VP to a manager and when I asked about his career story, she told me she had actually won the lottery. They wanted to go into a less strenuous role to spend more quality time with family but were now back and ready to do higher level work. Many people have read over that gap and not given this person a chance, but they ended up being thw perfect fit for the role. If you’re on a hiring team and have a question about someone’s career journey, call and ask- the answer may be more surprising than you think. #hiring #career #JobHuntLikeARecruiter

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PSA for the day: If you’re a candidate connecting with a #Recruiter don’t just spam them with your resume. Most recruiters have a lane they specialize in AND it’s bad business. You will get deleted immediately! ✅ Engage ✅ Ask questions - it’s okay to ask if they can assist you or know anyone you can connect with ✅ Be polite ✅ Use good grammar ✅ Don’t SPAM

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The latest Monster Government Solutions newsletter is out now and covers everything from position classification updates to veteran hiring strategies and new training opportunities. Don't miss these valuable insights and resources! Explore the newsletter today.   #FederalJobs #VeteranHiring #ProfessionalDevelopment #MonsterGov

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