Money. It’s a serious question on the minds of many executives in the country. Money is a powerful word, capable of inspiring others to do more, do better, and try harder. It can also be a sinkhole, when worries about money dominate other concerns in life. Money is needed for food, for shelter, for a car to drive, to be comfortable.
For companies, money is about the product or service that is being put out. And whether that service or product is being sought, desired, and purchased by people who are in the company’s target customer base. Money is taken into revenue, where the total amount of money brought in is weighed by the amount of money that has been invested.
For companies, they may look at certain parts and see where is the money going. Where is it best invested? There may be inclinations to put it into the advertising part of the company or the customer service part of the company. Sales may be a constant place to put money in. There is better training, better management, better leads. All are important.
But one area where people might automatically think about putting money into starts at the top and filters on down. The money paid to an executive, his or her salary. This is important for finding the right leader for a company. Leadership is invaluable and some have it and some don’t. A leader determines the course for a company.
That’s why it’s tough to find a leader. That’s why some turn to human resources companies that put together leaders and executives with companies who need them. They are the HR liaisons between important people who govern the lives and futures of businesses. They are the main cog in the wheel.
There are certain statistics worth noting in this article. They are:
- A recent survey showed that one-third of 1,400 executives surveyed felt the top factor leading to a failed hire, aside from performance issues, is a poor skills match. The second most common reason was unclear performance objectives.
- Research shows that gender-diverse companies are 15% more likely to outperform their peers and ethnically-diverse companies are 35% more likely to do the same.
- 2.7 million workers voluntarily left their jobs at the end of June 2015, a 25% increase compared to two years ago.
- 86% of companies with employee recognition programs cite an increase in worker happiness.
- Millennials are the “Job Hopping Generation,” with 6 in 10 open to a new job at any given time, more than any other generation.
- Only two out of 10 workers believe their manager is doing a good job of encouraging them to do their best work.
- The percentage of female CEOs in Fortune 500 companies topped 5% for the first time in Q1 2017, with 27 women heading major firms.
Employees are the crux of a business and many of them are unhappy with their current jobs. Each resignation causes a financial damage to the company. A new employee has to be hired, which takes time, and then the new employee has to be made acclimated to the work and the work setting. A bad culture can lead to more resignations and higher turnover.
A way to change this cycle is to hire a new leader. A new executive might change the culture by implementing employee recognition programs, which are said to increase worker happiness. A new executive might steer the ship a little better and on a little better course. He may gain respect from his employees.
There are terms worth noting in this article. They are human resources executive recruiters, human resources executive search, human resources executive search firms, HR search consultants, restructuring, restructure, restructuring consultant, restructuring consulting, restructuring consulting firm, and more.
There are many ways to higher a new executive. There could be people well known in the industry for success that a company may higher. HR executive search consultants are important. HR executive search consultants help people find jobs. HR executive search consultants can pair people with executives. HR executive search consultants help.
There are many ways that HR executive search consultants can help. They can pair people with companies, enabling them to grow and get better. This is possible through the resourcefulness of the consultants. They match and pair executives with companies, finding matches. They can help a great deal.