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March 2019
 
 
 

ABR Professional Search
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Connecting You To Impactful Professionals and Managers

What shoes are you trying to fill? Our Professional Search division specializes in the recruitment of exempt-level professionals to management level talent in most industries and job disciplines within the U.S. Work with our team of seasoned recruiters to connect you to professionals that will move your business strategy forward.
 

Tips For When A Key Employee Moves To A Competitor
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As with most things in life, you should hope for the best but plan for the worst

In the event that a valued employee leaves to join a competitor. This article contains some helpful tips to keep in mind following such a move by a key employee.

I.   Stay On Good Terms With The Former Employee Whenever Possible

Once your employee announces that he or she is making the jump to a competitor, ending the relationship on amicable terms can benefit you down the road. It may very well turn out that the employee’s experience and knowledge of past or ongoing projects become critical to the resolution of a future problem or dispute. For that reason, among many others, it is better to remain civil despite the negative feelings that frequently percolate in these kinds of situations.
 
 
AI Can Influence Diversity and Inclusion (for Better or Worse)
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AI, at its core, is like a toddler. Over time it learns and can improve its capabilities, but it isn’t smart enough to know the context and impact of its decisions


Last month news broke that an AI-powered facial recognition technology used by law enforcement was actually biased against, well, pretty much everyone other than white men. This news hit the public like a slap in the face, but it’s something I’ve been seeing behind the scenes for some time now. Artificial intelligence as a technology isn’t good or bad – it just is.

AI, at its core, is like a toddler. Over time it learns and can improve its capabilities, but it isn’t smart enough to know the context and impact of its decisions in most cases. If we use it properly and with care, we can improve outcomes.
 
 
Unlocking the Full Potential of Employees by Establishing Trust
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If businesses fail to act responsibly, they will lose the trust of their employees

Accenture (No. 61 on Fortune’s 2019 list of the 100 Best Companies to Work For) has just published a new research report The Trust Imperative: Decoding Organizational DNA, in which it says that businesses are waking up to a new source of business growth–the ability to unlock the potential of their people by using new technologies to secure vast amounts of data on work and the workforce.

This new data can help them create and scale new business opportunities. But Accenture says that just because companies can use this data does not mean they always should.
 

How a Cultural Audit Can Elevate the Onboarding Process

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Only 44 percent of employees believe their employer does a good job bringing new talent into the organization.

Strategic onboarding seeks to solve that issue by moving beyond automating paperwork. Instead, it delivers a personalized journey that transforms new hires into fully functioning, integrated members of the team. Today’s onboarding approaches should provide clear expectations in terms of behavior and interaction with management, customers, and other employees.

Strategic onboarding is made up of four pillars: cultural mastery, interpersonal network development, early career support, and strategy immersion and direction. Cultural mastery is a critical component, but one that often gets overlooked.
In closing, what shoes are YOU trying to fill? We would love to help you find and hire exceptional people to build your team. Contact any ABR location today to get started.



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