Headhunter Insights

A career in marketing can mean many different things. Your job could involve anything from more traditional marketing tasks such as working on print ads, magazines, and promotions, to the ever-evolving realm of digital marketing where you could find yourself working as a social media expert, content marketer, website manager, SEO specialist, or even an online advertising guru. The diverse nature of marketing careers is what makes it appealing to so many.

You have a limited amount of time to learn as much as possible about a potential candidate – you don’t want to waste time asking questions that are not going to help you find the right candidate.

Starting a new job can be exciting, but it can also be a source of stress, especially if you are not prepared to dive into your new job full speed. There is no doubt your new company wants you to get acclimated to your new surroundings and responsibilities as quickly as possible, and we know you want to prove you are the right person for the job.

Financial leaders no longer operate in a vacuum and are essential players in your company’s overall business strategy. This means that they must also have the strong leadership qualities to thrive in today’s business landscape – and many of these qualities have nothing to do with numbers.

Having a competitive compensation structure will not only help you attract the best talent, it can also motivate your team to perform better, help you achieve organizational goals, and lower your turnover rate.

Incentive programs set goals and performance standards, make you an attractive company to work for, and help shape a strong organizational culture. The key is to offer the right incentives. Sure, free lunches, company swag, and tickets to events are great, but the key is to use incentives that have a long term impact.

IQ PARTNERS is proud to be named a PROFIT 500 Fastest-Growing Company by Canadian Business and PROFIT for the fourth time. Published in the October issue of Canadian Business and at PROFITguide.com, the PROFIT 500 ranks Canadian businesses by their five-year revenue growth.

We created a seven step guide to recruiter-proof your business using research and first-hand interviews with top companies like Google, Deloitte, LoyaltyOne, TD Bank, and Achievers. Each month we’ll share a little from each of the seven steps. This month: why it’s important to create a culture of transparency and seek employee feedback!

A lateral hire is someone hired “from the side”, meaning at the same experience and wage level as their previous job. As most hiring managers and HR professionals know, luring a top candidate away from their current job to one with the same salary and title can require a bit of finesse. Here are my top tips on how to complete a successful lateral hire, starting from the first point of contact, the job posting.