2015 is fast approaching its end. If you’re anything like us, it probably snuck up on you. Whether you were ready for it or not, though, the season of resolutions is upon us. Many of us keep making the same resolutions year after year without making much headway: lose weight, quit smoking, save money, or get more sleep. The missing link in achieving your goals is coming up with a viable action plan. From top executives to aspiring leaders, there are always areas for continuous improvement. We thought we would take one thing off of your plate this holiday season and help you out with career and hiring resolutions for 2016.

If you’re a job seeker resolving to start or continue your job hunt, check out our Career Resolutions Action Plan.

If you’re an employer wanting to improve hiring in the New Year, check out our Hiring Resolutions Action Plan.

Career Resolutions Action Plan

If your resolution this year is to change jobs in 2016, chances are you’ve already tackled some of the obvious things like updating your resume and surfing the web for job postings. Here are a few things to incorporate that you may have overlooked:

1: Revamp your online presence: “But I just did that last year!” Unfortunately for those of us with full schedules, this is one list item that should be done periodically. Use your time off during the holidays to do a review of your professional social networking profiles and the resume/cover letters you plan to send out. Using these online tools won’t do you any good if you’re not keeping them relevant. Add keywords and new experience where applicable. For instance: if you’re in Human Resources, add keywords relating to specific HRIS systems you are skilled with; for Supply Chain professionals, get specific about which categories you manage – the more specific you can be, the better.

2: Do some old-fashioned footwork: In today’s digital world, it’s easy to forget about picking up the telephone. You have to keep in mind that you’re a cast of thousands online. Look for advocates where you can find them and don’t be afraid to pick up the phone and call a recruiter in your field or a former colleague. There’s no need to reinvent the wheel when you have a perfectly good network already established. As recruiters, we always ask for referrals from good candidates – does your network even know you’re open to looking? If not, you could be missing out on some valuable recommendations! Reach out to wish folks a happy New Year, and make sure to mention that you are open to hearing about new opportunities.

3: Work on your 30-second pitch: This step will ensure that when you do get that call from an interested recruiter, you keep their attention. It’s going to require a little introspection on your part, but that is what goal-setting for the New Year is all about. Take some time to think about exactly what it is that you want and how to best articulate that to potential employers. Develop and practice some crisp messaging that you can use to explain your career progression and want you want moving forward.

Now that you’re armed with the basics, jump start your Procurement, Supply Chain, or HR job search by forwarding us your resume.

Hiring Resolutions in a Candidate Driven Market

It’s not just the candidates who need to think about putting their best foot forward; Talent acquisition executives and hiring managers will also do themselves a service by refreshing messaging. In the Human Resources, Supply Chain and Procurement functions, where we focus, the “war for talent” is red hot so make sure your messaging and interview processes are on the mark. Here are a few other suggestions:

1: Proactively fill your pipeline: Leaders often wait until they have an empty seat to start the hiring process—budget constraints a side, the more proactive you are in building your pipeline, the better off you will be in the long term. The downtime caused by a sudden departure can be costly, so anything you can do to minimize it is a step in the right direction. If nothing comes of it, you spent a few hours looking at high potential talent and learning about your market. On the other hand, if you think about succession planning now, you’ve already got a great head start on filling open reqs that pop up in the year. Reach out to your recruiting partners so they can be on the same page.

2: Become a salesman: Part of being a Human Resources professional and/or a hiring manager is to screen and evaluate talent, but it is equally important to make sure that the candidates you want also want you. Take some time and get a sense of how to articulate why working for your company is great as well as the upward mobility your firm can offer in the future. Make sure the rest of your HR squad knows this, too, and most of all make sure the candidates you screen know it!

3: Refresh your image: How long has it been since you’ve revamped your message? Are your job descriptions peppered with phrases like “motivated,” “communications skills,” and “organized?” If so, it’s probably time to give your communications a facelift. Make sure that you have attractive, engaging content to send out to candidates. Thanks to the wonders of technology, candidates find themselves constantly bombarded with job descriptions, so you need to make the conscious effort to stand out in order to attract top talent. If it’s been a few years since you’ve updated your company information, take some time to review and spice up your mailers. Bring your team and recruiting partners onboard too, so that you have a consistent, exciting message that draws top talent.

Now that you know the must-haves of attracting top talent, feel free to contact us to find out how we can help you find the best Procurement, Supply Chain, and Human Resources talent.

If you have any questions, please feel free to ask here.

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