Sunny Ackerman

52% of CFOs say employee turnover remains a top problem: Trial Balance. Read more https://buff.ly/3Vpk81x #MBExec #WereProYou #Interim #Leadership #TalentAdvisory #InterimLeadership #Talent #Consulting #PrivateEquity #CFO

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A great overview from the Zayla Partners team on CEO pay practices at publicly-traded E&P companies. Check it out for insights on movements in pay (less than general industry!) and trends on incentive designs.

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Leaders. How many of these are you putting into action? 💡 Expand your vision 💡 Embrace a broader perspective 💡 Stay authentic 💡 Evolve 💡 Embrace strategic risks 💡 Cultivate stronger connections 💡 Act with intention How? Click the link to get the insights. https://krnfy.bz/490Jy9S #futureofwork #leadership #future

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Who's in your (pickleball) court? Where do you go when you need answers to some of your most pressing business questions? I love leading a community where we get to connect senior business leaders so that they can get quick, unbiased, market tested insights. The result: our members thrive in their roles - and the tides rise lifting up the community. It's also pretty awesome to have such a creative and fun team (can't wait to use those Board.org branded pickleball sets). Whether it is through a formal network like Board.org or your own personal network - find those trusted "courts" or places to support and elevate one another. #community #shrmtalent #pickleball

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88% of CFOs say FTC noncompete ruling will have no impact on their career trajectory. Read more https://buff.ly/4b4HhMd #MBExec #WereProYou #Interim #Leadership #TalentAdvisory #InterimLeadership #Talent #Consulting #PrivateEquity #CFO

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Are you leveraging the latest trends in workforce optimization? 🤔 In the latest installment of our Saving Working Capital podcast, John Stewart and Katie Hered delve into the core of human capital strategy, unveiling emerging trends set to redefine success. Discover how leveraging technology has the power to boost efficiency, profitability and employee engagement. #HumanCapital #WorkingCapital #EmployeeEngagement

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Learn about the many benefits employers and candidates can realize by working with a top executive search firm in this article by Robert Half’s DeLynn Senna. https://dy.si/o2hkJ32

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A pending sale or merger is a unique time that is best served by a unique incentive strategy. This WorldatWork article gives a great overview of the options and considerations? If you are looking to implement a non-qualified deferred compensation (Section 409A) plan, NFP's team is the best in the business - and gives you a streamlined process to set up a plan that is compliant and focuses on effective participant communication. https://bit.ly/3W1ck6U #Compensation #TotalRewards #HR #Finance #EmployeeBenefits #NQDC #LTIP

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In his latest Forbes blog, David Michels offers a fresh perspective on how businesses can approach the most important questions to consider for leadership appointments.

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This article highlights a conversation I seem to have a few times a year, specifically why we only do retained search work and only under terms of exclusivity. The author does a nice job at laying out the differences between a retained recruiter and a contingent recruiter. I found it a useful reminder. My additions to the article and specific to our firm are as follows; 1. Contingent searches are great, in my opinion, with firms that focus on finite geographies and very specific roles. For example, a firm who is focused on accounting staff in Dallas would make a great contingent firm as would a firm that focuses on logistics' managers nationwide. Why? They can spend all of their time building the pool of potential candidates, getting to know them and their goals. When a search comes up, they can rapidly build a short list and in all likelihood get the role filled quickly. 2. Retained search firms do fresh research for each role. When we are hired by a client, the first thing we do is build a current, fresh potential candidate pool. There is a longer narrative, but we start with not "who do we know" but rather, "where do the ideal candidates work today". Company research allows us to build a robust pool of qualified, passive candidates. Passive candidates must be 'recruited' as they generally are in a meaningful role when we approach. It is our experience that when a passive candidate is pitched the role, they make better long term hires. It also helps secure a stronger match when the candidate sells themself as well. 3. A fresh, current, passive candidate pool takes time. We spend a great deal of ours, time that client's simply do not have, turning over the stones for that candidate pool. Contingent firms often times compete against not only other firms, but also their client. It is our experience that contingent firms don't invest the time it requires to find that perfect candidate because there is no certainty of getting paid. No trucking company I have ever known would send their trucks to pick up a shipment if there was a risk that someone else would get there first! That's a simple but powerful analogy. 4. Exclusivity is an important element to our approach. We put our client's on a pedestal when we speak with potential candidates. In our experience, a role that is posted on line or has more than one party searching for it, makes it harder to source. In my opinion, the more parties in the market with a role makes it seem less than exclusive. A career move is a significant change in someone's life, often a major family decision. Candidates simply look at a retained search in more positive light than a role that has multiple parties in the trying to source it. Also, when someone gets contacted by more than one recruiter for the same role, many candidates assume that the role is hard to fill and hence, less desirable. That's my 2 cents. Either way, there is room in the market for both! #executivesearch

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Are you ready to uncover the game-changing strategies behind radical transparency in talent acquisition with Gerry Crispin & Chris Hoyt? 🚀 Today, we will explore the world of transformative leadership and revolutionize your HR approach. Ready to take your talent acquisition to the next level? Watch the full episode now! #radicaltransparency #leadership #talentacquisition

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Eagle Hill Consulting’s latest Employee Retention Index showed improved U.S. employee sentiment following a three quarter decline, which signals that employee attrition could fall in the next six months. https://lnkd.in/ejQEJSPy #workforce #recruitment #retention #HR #employeengagement

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We saw that only 23 folks reposted this article last week, please help us get these #s up this week!  @CNBC’s “Closing Bell” host @Jon Fortt sits down with @SPMB Managing Partner @Mike Doonan to discuss all things #AITalent. As the pursuit of senior AI talent intensifies, is recruiting a Chief AI Officer (#CAIO) the right answer for your organization right now? According to Mike, maybe not. To read more, see below. 

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Did you know that how you handle layoffs can have a lasting impact on your brand? Your former employees could become your future customers or even brand advocates. Discover how investing in outplacement support can protect your reputation and set your company up for long-term success in our latest blog post. Read the full article here: https://lnkd.in/gw39Vyvd #Outplacement #EmployerBranding #LayoffStrategy #ProtectYourBrand

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Every piece of data we see says that #hospitals have workforce management challenges like no other industry. Blessed with a highly skilled workforce, but having a workforce that is under constant pressure and as a whole, struggling with debt brings unique challenges. Listen to me with Jeffrey H Snyder of Broadcast Retirement Network as we discuss those challenges on #BRNAM #1774.

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Imagine the power unleashed when The Executive Connection (TEC) merges the unparalleled expertise of its Australia and New Zealand membership with the boundless global resources of Vistage Worldwide, Inc. As a visionary CEO, envision the limitless possibilities that await with the world's foremost executive coaching and peer advisory organisation by your side. What ground breaking achievements could you conquer with this unparalleled alliance fuelling your journey to success?

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🚀 Transforming Talent Acquisition: A Strategic Three-Gate Approach by CRA | Admired Leadership Talent Solutions Team 🚀 In today's competitive market, selecting the right talent is more critical than ever. At CRA | Admired Leadership, our Talent Solutions team applies the Three-Gate Approach to ensure that our clients not only find candidates with the right skills but also those who align perfectly with their organizational culture and long-term goals. 🔹 Gate 1: Skills and Experience We begin by assessing the foundational skills and experiences through comprehensive interviews, practical skill assessments, and situational judgment tests. This ensures candidates are prepared from day one. 🔹 Gate 2: Talent Potential Next, we evaluate potential beyond the present capabilities. We look for intrinsic motivation, adaptability, and social awareness—traits that indicate a candidate's ability to grow and thrive within various roles and environments. 🔹 Gate 3: Cultural Suitability Finally, we measure cultural fit. It's not just about skill sets; it's about finding candidates who share the organization's values and are likely to contribute positively to its culture. This approach helps our clients build robust teams that are not only skilled but also deeply integrated into the fabric of their organizations. It's about creating a sustainable match between talent and the overarching goals of the company. Happy to share with you more on how our strategic approach to talent selection can revolutionize your hiring process and help you secure the best talent for your organization.

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