Recruiting Firm Tells How Small Companies Can Compete for Execs
Executive Recruiter Tells How Small Companies Can Compete for Quality Executives.
Los Angeles, CA, February 09, 2008 --(PR.com)-- How can a small or medium sized company compete with the big companies for executive talent? Good executives are the heart of a successful company but how do you get them? Given a good product or service, then next in order of importance is competent executives to make the planning become a reality.
National executive recruiting firm The People Link (http://www.thepeoplelink.com) of Los Angeles tells how small companies can compete for quality executives. According to the company, the approach to recruiting is the key factor which allows a smaller company to compete with the big guys and attract good talent at a price that they can afford. By using basic marketing techniques and a professional recruiter, the smaller company can stand out from the crowd and attract top people.
Mya Borgman, CEO of The People Link, explains: “Guess who the top company is in America to work for? According to Fortune magazine’s top 100 companies to work for it was J.M. Smucker, a 107-year-old family business. Others in Fortune’s top ten included #2 Alston & Bird, #3 Container Store, #4 Edward Jones, #5 Republic Bancorp, #6 Adobe, #7 TD Industries, #8 SAS Institute, #9 Wegmans and #10 Xilinx. Hardly any are household brands. The conclusion here is that smaller companies can compete with larger companies. Smaller companies have advantages that bigger companies will never have from more personal involvement to the unique location of the company.”
“The first step is to determine what good executives are looking for. You can survey your existing executives and managers to find out what interests them most about working for you. You will likely find that money is not the top reason why they are there. What do they like about the company? What are the benefits of working for you? What you find will likely surprise you. Armed with this information and a good search on the Internet, you will now have some solid reasons and benefits for working for you which are called in marketing jargon “go buttons”. Once you have found out what makes them join or stay (the go buttons), you can develop a campaign. This can be as simple as the benefits listed in an executive recruitment ad to a full-blown publicity campaign both within and outside the company. Once you determine what really counts (the buttons) with experienced executives and managers, you can present your company as an employer on the move. It could be stock options, bonus programs, acceptable starting salary, potential to take a company public or simply work closer to home with a 10 minute commute,” concluded Borgman.
As a top recruitment agency, The People Link has placed thousands of job candidates into jobs of all types since its inception in 1995. Real estate recruiting has been one of their biggest specialty areas. More information can be obtained on The People Link at http://www.thepeoplelink.com or (818) 890-9998.
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National executive recruiting firm The People Link (http://www.thepeoplelink.com) of Los Angeles tells how small companies can compete for quality executives. According to the company, the approach to recruiting is the key factor which allows a smaller company to compete with the big guys and attract good talent at a price that they can afford. By using basic marketing techniques and a professional recruiter, the smaller company can stand out from the crowd and attract top people.
Mya Borgman, CEO of The People Link, explains: “Guess who the top company is in America to work for? According to Fortune magazine’s top 100 companies to work for it was J.M. Smucker, a 107-year-old family business. Others in Fortune’s top ten included #2 Alston & Bird, #3 Container Store, #4 Edward Jones, #5 Republic Bancorp, #6 Adobe, #7 TD Industries, #8 SAS Institute, #9 Wegmans and #10 Xilinx. Hardly any are household brands. The conclusion here is that smaller companies can compete with larger companies. Smaller companies have advantages that bigger companies will never have from more personal involvement to the unique location of the company.”
“The first step is to determine what good executives are looking for. You can survey your existing executives and managers to find out what interests them most about working for you. You will likely find that money is not the top reason why they are there. What do they like about the company? What are the benefits of working for you? What you find will likely surprise you. Armed with this information and a good search on the Internet, you will now have some solid reasons and benefits for working for you which are called in marketing jargon “go buttons”. Once you have found out what makes them join or stay (the go buttons), you can develop a campaign. This can be as simple as the benefits listed in an executive recruitment ad to a full-blown publicity campaign both within and outside the company. Once you determine what really counts (the buttons) with experienced executives and managers, you can present your company as an employer on the move. It could be stock options, bonus programs, acceptable starting salary, potential to take a company public or simply work closer to home with a 10 minute commute,” concluded Borgman.
As a top recruitment agency, The People Link has placed thousands of job candidates into jobs of all types since its inception in 1995. Real estate recruiting has been one of their biggest specialty areas. More information can be obtained on The People Link at http://www.thepeoplelink.com or (818) 890-9998.
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Contact
The People Link
Mya Borgman
818-890-9998
www.thepeoplelink.com
Mya Borgman
818-890-9998
www.thepeoplelink.com
Contact
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