Talent

  • Move over extraverts: why introverts are more powerful than you think

    This year sees some landmark anniversaries. Bill Gates, frequently cited as the wealthiest person alive, turns 60. J.K. Rowling, whose fortune is valued at approximately $830 million, turns 50, and we recognize the 150th anniversary of the death of Abraham Lincoln.

    While there can be little doubt as to the inordinate successes of these individuals, each also shares a characteristic that we don’t commonly associate with prominence and power: Introversion. The trait of introversion has been misunderstood for as long as we have had a language to describe it. At best, introverts are often branded as “shy” or “socially awkward,” at worst they are “uncooperative,” “neurotic” and “problem children.”

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  • Maximizing Employee Recruitment Efforts With LinkedIn

    By Rob Carey

    Business success primarily hinges on having talented personnel employed at your company. Put another way, every position occupied by an employee of lesser quality than what's possible in the role causes some type of drag on organizational performance. At midsized companies in particular, the effects of suboptimal talent are magnified. Because of the smaller numbers at midmarket firms, employees are more keenly aware of their colleagues and their potential to contribute, meaning a lack of proficiency in even one spot may cause frustration that damages morale and productivity across a wide swath of the organization.

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  • Keys to Properly Onboarding Executives Who Come From Larger Companies

    By Rob Carey

    The skills and experience possessed by an executive who learned and matured within a large corporation bring significant value to a middle market company. However, executives who come from such a different structure and culture are probably not going to be able to "plug and play." In other words, they'll need guidance during the onboarding process in order for them to fit usefully among the people and processes of their new middle market firm.

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  • Best Places to Work in the Middle Market: How Culture Breeds Success

    Fortune publishes an annual list of the best places to work, which is complied by Great Place to Work. If the most recent list is any indication, the best middle market companies thrive by having strong organizational cultures that retain talented employees. They offer incentive-based compensation, work-life balance, training and development opportunities, cultures of sharing and transparency, and consistent leadership. While middle market companies don't have the instant brand recognition or financial resources of giant companies, middle market companies often offer a distinct advantage in the form of a more family-oriented and tight-knit culture.

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  • Interview Questions and Strategies to Gauge a Candidate's Cultural Fit

    It takes more than your average, run-of-the-mill interview questions to determine whether a potential hire will fit well into your middle market company's culture. Going beyond canned questions and prepackaged answers increases the likelihood of bringing aboard someone who meshes well with your current team. Obviously, talent and experience go a long way, but it's all for naught if a new hire can't get along with everyone else.

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  • Put Your Employee Value Proposition to the Test

    A firm’s employee value proposition or EVP is the total combination of benefits and rewards that employees receive in return for working for the company. Recent research by the National Center for the Middle Market reveals that a strong EVP is critical in the quest for candidates to fill top management and professional positions. This post asks five important questions middle market firms should be able to answer about their employee value proposition.  Read More >
  • Create an Onboarding Checklist for Your Latest Hires

    Companies often focus on two aspects of HR that aren't specifically centered on compensation and benefits: recruitment and retention. As you hire new people, you want to prepare them as comprehensively as possible to ensure they succeed at your company for a long time, and utilizing a complete onboarding checklist is the best way to get them started off on the right foot.

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  • 7 Networking Tips for Properly Representing Your Company at Events, Conferences and Trade Shows

    You want to soundly represent your middle market business at events by showing a thorough knowledge of your company, its product/service offerings and your market. When you interact with others at a conference or trade show, it's all about exchanging information, sharing your brand and analyzing potential relationships. As a middle market business leader, however, you have a lot on your plate, and networking will often be left in the hands of other employees. Therefore, you want to equip them with the right networking tips.

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  • 6 Hiring Practices That Extend Your Recruiting Reach

    Good hiring practices help you extend your recruiting reach to lead you to the right person. With so much competition for talent and so many channels to reach potential candidates, however, it's hard to get your recruiting message heard. It can be more difficult for midmarket companies to recruit because candidates may not even be aware of job openings offered by businesses below the enterprise level. With less capital to throw around, middle market firms need to make the right decisions when they're trying to fill a position.

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  • Create A Bullet-Proof Employer Brand and Employee Value Proposition

    For middle market companies attracting and retaining talent is a challenge. To overcome the obstacles, middle market firms are creating compelling employer brands and employee value propositions (EVP) to build their reputations as great places to work. This post outlines 4 best practices for establishing an effective employer brand and EVP and offers recommendations for spreading the word about these important assets. Also included are examples from middle market firms putting these assets to work for their business.
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