premium retained executive search in Denver, Colorado? Hiring managers all across the country are swooping in and interviewing qualified candidates. No industry or company is immune to the economic turmoil caused by the novel Coronavirus. Because of this, many organizations have had to make the difficult decision to lay off otherwise brilliant employees, by no fault of their own. With such a large influx of new and highly skilled candidates to explore, those who are actively recruiting during this time have found some of the most valuable employees on the market.

Customer Management. Every employee needs to be in the customer management business now. The best leaders ensure their teams regularly connect with customers, listen to their feedback, and exercise flexibility. Customers will appreciate when companies are nimble enough to understand their changing needs and offer new ways to help. The work leaders do now to retain and strengthen customer relationships will pay dividends in the future.

Leveraging more than 85 years combined executive search industry experience, Spectrum’s team has collectively made 1,350 placements. The majority of the work we do stems from 6 core verticals, though we are also proficient at working within industries that are either outside these core areas, emerging, or new to Private Equity. Regardless of the level of difficulty, we are built to adapt, execute, and perform at “Private Equity speed.” This resourcefulness has endeared us to Private Equity firms seeking to align with one go-to partner who truly understands their diverse needs. Discover additional details at retained executive search Denver.

Every existing and prospective Spectrum Client is unique, with different needs, challenges, priorities, and corporate cultures. Spectrum appreciates this and will invest considerable time getting to know your business intimately. Should we work together, our goal is to be able to represent your brand as effectively as you do. This discovery process also enables us to develop a compelling value proposition to take to the marketplace, as 95% of the candidates we reach out to are gainfully employed and are not actively seeking new opportunities. The competition for top notch talent today is as fierce as its ever been so it is vital that we make the strongest initial impression possible.

So I think it’s time for companies and hiring managers to fully reassess their existing human resources and what business opportunities exist in this current climate in order to determine how hiring needs and processes — for both leaders and employees generally — need to adjust to remain competitive and consistent. Here are nine tips for executives looking to assess their hiring needs and adjust their hiring practices to address the new challenges. Prioritize hiring needs based on necessity, function, work arrangement, and location. Positions that can be moved to or are already set up as an at-home arrangement can be interviewed remotely and onboarded virtually should take precedence over other roles, once necessities and functional priorities have been determined.

Heather joined Spectrum in 2009. She has worked in executive search for 20 years and has partnered with Spectrum’s CEO, Kevin Hahn, for much of that time. Heather has played a pivotal role in developing Spectrum’s private equity-centric candidate identification and acquisition capabilities, as well as both supporting and leading executive C-level and functional leadership searches. She has worked extensively in each of the 6 primary verticals that Spectrum supports as well as others, including direct marketing, education (for profit and on-line providers), and hospitality sectors. Heather has successfully completed hundreds of searches over the course of her career. Her depth and versatility have enabled Spectrum to execute on its strategy to be a single source provider to its PE clients. Discover extra information on here.