Welcome

Each January we review the prior year’s data so that we can continually improve the services we provide. Here’s what we discovered:

• Our #1 source for finding candidates is the national network of people that we have built up for the past 23 years. Our second-best source is LinkedIn.
• On average, it takes 32 days from the time we introduce a candidate until the time the company hires.
• Only 6% of the people placed in new jobs required relocation. More companies than ever before are okay with remote or hybrid work.
• While most people received some type of pay increase in 2022, 17% were willing to take a pay cut for their next role.

Our greatest asset to you is having our finger on the pulse of both your competitors vying for the best talent, and the highly qualified candidates willing to make a job change. When you’re ready to upgrade your team in 2023, please reach out. With unemployment the lowest it’s been in over a year, the need for help has never been greater.

Visit us on the web at www.ess123.com. We welcome your feedback!

Recent completed searches:

• Chief Medical Officer
• Chief Financial Officer
• Project Manager
• Director of Provider Network Management
• Senior Auditor
• Privacy Officer
• Director of Configuration
• Director of Commercial Sales

If you need people with these types of skill sets, please let me know. If you have questions about any of the above processes, please call or email and I will be happy to provide details.

Ask the Recruiter: “How do we sell our company, department, and the opportunity better?”
The competition for talent has been raging for the past few years. Has your company responded appropriately or are you playing catch-up to your competition? It’s not to your advantage to fail to put together a focused strategy and gameplan. Make sure you’ve thought through the reasons why people want to work for your company, the department and in the new role. Below are some tips to include in your recruiting efforts:

1. Mission – How does your company carry out its mission behind the scenes? How does it support customers and the community? Candidates want to work for a purpose-driven company, committed to helping people.
2. Department – What’s unique about your department compared to all the other departments at your company? If you don’t know, have your team tell you why it’s unique and why it’s important to them.
3. Opportunity – How does this role impact the company and its mission? People want to be part of something providing value so explaining to them how their contribution help the big picture is essential.

It’s no longer okay to say, “we’re a great company with a great culture.” Today’s candidate doesn’t want to window shop, they want to see and understand what’s happening inside your organization and see how everything works. Understanding each person’s potential motivations will help you communicate the things each candidate values the most.

If you need help or other ideas about this, please call or email.