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Building a name for yourself, improving your relationships with potential employers, and setting yourself up for long term growth. All of these are important to candidates in any field. But how do you accomplish these goals? How do you set yourself up for strategic career moves? What must you realize before you can get the most out of your career?

No matter how hard you try to source and moderate your company’s recruiting efforts, the hiring process is a challenging one complete with lots of pressure and vulnerability to missteps along the way. Some missteps are costly while others can be easily brushed off. However, the world of HR and recruiting is competitive as a bad hire can cost a company significantly in terms of both money and time.

The concept of “shared leadership” ensures every team member takes ownership to contribute to the group’s overall success. This means you don’t just have one or two leaders raising the bar but a team effort to ensure success.

Although HR is responsible for the hiring strategy that will ultimately help grow the company and make it successful, HR executives often complain that they do not feel as if they are not viewed as strategic leaders within the organizational hierarchy.

Although every hiring decision is important, the hiring of a senior executive is one of the most critical to successfully reaching your organization’s goals. It will be these top-level executives that ultimately make the key decisions that drive company growth, including hiring and/or approving additional hires.

What is the skills gap, how is it affecting the growth of American Companies, and what can employers do to find the right employees? How can you, as a company, overcome the gap and provide long-term company returns?

Strategy versus culture. Culture versus strategy. The age old battle. Recruiters, human resource departments, and companies as a whole have struggled to understand and agree on which is more important to bringing overall organizational success. But what can you do to ensure that you are properly cultivating both?

A key part of your strategy for attracting, recruiting, and retaining talent is to first determine why a candidate will want this position and also why he’ll want to work for your company. You need to be able to sell both the job opportunity, and your company.

Keeping a long-term strategy in mind while recruiting and developing new talent is one of the most important concepts that some recruiters fail to grasp. By considering the positional recruitment a one-and-done idea, companies are falling behind competitors. How can you avoid this one-time mentality, and develop an efficient and organized talent management team?

It is estimated that the average recruiter spends just 6 seconds looking over a resume and a typical job opening in the corporate setting will receive about 250 resumes. This means you have very little time to stand out against a whole lot of competition.