THOUGHTFUL DEBATE

Hiring Senior Level Managers is a Challenge for Small/Mid size Organization? Most individuals write on topic of expertise or experience, I am deviating and writing this article as a posing question, to find answers. I do not know the answer, so do not expect the same in rest of the article. I decided to express few aspects which I am experiencing while looking for Senior Level Managers. Individuals look for a change of job/organization for various reasons like better career, lucrative financial, learning opportunity, challenge etc. It is not necessary that for an individual all the above or more parameters need to be satisfied for change. Sometimes any one or maybe two are sufficient to trigger the thought for change. Incidentally the above criteria dominate in the early 2 to 10years of employment and also at high frequency of change. The reason is appetite for growth and risk taking attitude is high in the early 10years of employment or in age of thirties. Most individu...

Would you retain top-talent and star-performers? In times of recession and in good times, retention is neither talked about nor thought of aspect. When everybody starts hiring and the industry starts showing signs of exponential YOY growth, Top talent or Start performers are on everybody’s list. Managers and Recruiters start thinking and planning for them. Let’s first understand what I mean when I say top-talent and star-performers. These are human resources who make a big difference to every small thing that impacts growth and future opportunity. Obviously they are tipping-point for many initiatives. I believe that small and growing organizations must focus on retaining top-talent, since huge knowledge base, expertise and ownership which they posses is not something which is easily replaceable. They also become threat over a period time and become in-dispensable. On the other hand, large organizations can afford to let go star-performers, since they can build ...