Author: admin

Be The Diamond

Written by admin on December 5, 2024. Posted in Blog.

Be The Diamond

“Change is inevitable. Growth is optional.” – John Maxwell

There are times in life, both personally and professionally, where circumstances can change so rapidly that our opinions, perspectives, and course of action can change by the day, if not by the hour. When faced with such circumstances, there are generally three groups of people:

Those who take reflective but action-oriented responses to do whatever can be done to mitigate the challenges and seize opportunities.
Those who simply panic and overload themselves and others with reactions that may be reasonable but tend to only exacerbate the challenges.
Those who are simply bystanders; the proverbial “deer in the headlights.”

As leaders, we have an obligation to do all we can to put ourselves in the first group. When there is so much we cannot control, we can control being the loudest voice in the room.

How can we capitalize on chaos and emerge stronger, both as a leader and as an organization?

Embrace the Gray

With all that seems to divide the world today, it turns out that we might not be as far apart as it seems. The news feeds on extremes; no longer just a 30-minute daily segment or a newspaper on your doorstep. Rather, social media is the source of news for many. With that shift, news has become a commodity—media outlets fight for clicks and viewership. Headlines now compete for your attention, and extremes are great for business.

More than ever, it is essential to realize that most issues are not problems to be solved. Rather, they are polarities to be managed. There are usually no solutions that don’t have additional problems within that solution. It’s important to understand that continuum, evaluate both intended and unintended outcomes, and recognize that most everything is gray.

Generally, individuals would declare that they want freedom to assemble, free speech, and the like. They also want safety. If we sacrifice all our freedoms, it is easy to establish order and security. If we don’t sacrifice any freedoms, then the security we crave is all but impossible. Thus, there is no perfect solution.

Seeing this as a polarity to manage versus a right/wrong approach shifts our paradigm and allows everyone to better understand each other’s perspectives. It is possible to hold two opposing views simultaneously in a world that needs optimization over perfection.

Imposter Syndrome

It’s only natural, when faced with a new crisis, to harbor a dirty little secret—that deep down inside, you have no idea what you are doing. Many high achievers, at times, can feel like complete frauds; your accomplishments seem like just the result of serendipitous luck. Although you’ve been told many times that one of the secrets to success is “fake it until you make it,” this can also lead to what many label as imposter syndrome—a feeling of inadequacy despite evidence that indicates you’re skilled and quite successful.

Here’s the good news: although you might be leading a team through uncharted waters and not sure of your footing, you are completely in control of where you choose to step. You are in control of your voice, your message to others, and your attitude.

Recognize that perfectionism and imposter syndrome are often a related pair. Many high-performing individuals set excessively high goals for themselves and tend to have a twinge of control-freak woven in; historically, if you want something done right, you have to do it yourself. In times of uncertainty, it may feel like the weight of the world is on your shoulders—so distribute the weight. Find other leaders who are also leading through uncharted waters and learn from them. Create opportunities by delegating responsibilities, and don’t expect immediate perfection from others.

Remember: You are better than you think you are, smarter than you think you are, and more worthy than you believe. Ultimately, imposter syndrome might not be something you suffer from, but it may be for those you lead. Look for signs around you just as much as you look for signs within.

Your Choice

Protect your mind. In times of uncertainty—whether it be an acquisition, new leadership, economic instability, or global turmoil—people tend to experience greater anxiety when they feel like they don’t have access to the information they need. On the other hand, a sense of panic can stem from being immersed 24/7 in reports that focus on inaccurate or overly negative information.

“Why is this happening?” is a question of despair; “What can we do?” is a question of possibilities and hope.

The quest for certainty is a quest for comfort. Ultimately, it might be that the support we seek comes from a who rather than a what. People in our lives are what truly shape us. When times are good, our families, friends, work associates, and clients know us—but in times of adversity, we truly know them.

Choose to be the kind of person you would want in your life when you face personal adversity. Choose:

Empathy over judgment.
Optimism over pessimism.
To give over taking.
To be the person that makes others feel better after they interact with you.
To be with people who make you a better version of yourself.

Most spend as much time with work associates as they do with even the closest family or friends. What if all of us made a concerted effort to be the best version of ourselves with each other? What if we all treated each other the way we want to be treated? What if the who we are collectively provides much of the comfort we all seek?

What if we then took this way of being to our family, friends, and community?

Times of adversity shape who you will become but also expose who you are now. Diamonds are just chunks of coal that did well under pressure. In times of chaos, be the diamond.

Shine Brighter in Tough Times

At Reneris, we understand that the road to being a successful leader isn’t always smooth. There will be challenges, setbacks, and moments of doubt. But remember, you don’t have to navigate these alone.

We’re here to be your partner in progress, guiding you through the twists and turns of your career journey. Our team of experts is dedicated to helping you—whether you’re feeling lost, overwhelmed, or simply need a fresh perspective. We’re here to help you navigate the complexities of the professional world. We’ll work with you to identify your goals, overcome obstacles, and unlock your full potential.

Together, we can turn challenges into opportunities. Reach out to Reneris today, and let’s illuminate your path to becoming an exceptional leader.

Reneris is a specialized executive search and management consulting firm that provides professional services to clients seeking a high-caliber consultative partner. We have successfully placed candidates in leadership positions in the Real Estate (Hospitality, Multi-Family Housing, Senior Living) and Non-Profit sectors.

Please contact us to learn how Reneris can help you attract executive-level talent for your leadership team.

Turning the Grind into the Goal

Written by admin on November 19, 2024. Posted in Blog.

Turning the Grind into the Goal

A world-renowned athletic coach was asked once what the difference was between the best athletes and everyone else. In other words, what do really successful people do that most people don’t? Of course, there were the typical responses of genetics, luck, and talent.

But there’s an added element that most don’t think of; it’s the ability to handle the boredom of training every day and doing the same lifts and drills over and over again that separates the professionals from the amateurs.

Think about it this way – it’s not that the best athletes have some insane passion or willpower that others don’t have; it’s the exact opposite. They can feel the same boredom and lack of motivation that everyone else feels; they aren’t immune to the daily grind.

What sets them apart is their commitment to the process. They fall in love with the daily practice, with the repetition, and with the plan in front of them.

Therefore, if you want to be a starting quarterback, you have to be in love with running drills and studying playbooks. If you want to be a New York Times bestseller, you have to be in love with the process of writing. If you want to get in better shape, you have to love the practice of eating in a healthier manner and exercising consistently.

You have to love the grind if you ever hope to turn it into the achievement of a goal.

The Pursuit of Happiness

Though some of the following may not be true all of the time, when you love the process of what you do, the following should ring true much of the time:

You don’t talk about other individuals; you talk about the great things other individuals are doing.
You help without thinking, or without being asked.
You don’t struggle to stay disciplined; you struggle to prioritize.
You’re excited about the job you are doing, but you’re more excited about the people you’re doing it with.
You leave work with items on your to-do list that you are eager to tackle tomorrow.
You think, “I hope I get to…” instead of, “I hope I don’t have to…”
You don’t focus on retirement, because retirement sounds boring – and a lot less fulfilling.

Now, there is a chance that our society may have overdone the need for the above to be true all of the time. We have been told that if you do what you love, the money and success will follow. We have been told that if you are not changing the world in bold ways, it is because you are too afraid to find your passion and follow it.

The Pursuit of Value

Author Cal Newport has emerged as one of the more vocal critics of the only-do-what-you-love movement, and says it is time to end the professional guilt trip. In his book, So Good They Can’t Ignore You, Newport argues that following one’s passions can be a dead end. He maintains that it’s better to identify which skills you have that could be unique and valuable in the workplace, and then hone those skills until you have career capital that you can spend in the way you choose.

Developing career capital requires a carefully balanced mix of deliberate action and patience. If you are in a self-directed professional environment and are responsible for carving your own path, take responsibility for the direction in which you are heading – and what you need from others to get there. Do not wait for someone to come along who can help; be proactive in seeking out those who can provide mentorship and guidance along the way.

If you are responsible for developing career capital in others, incorporate this exercise in ongoing or annual reviews. Always be aware of the following question: “what I am I doing to help others identify their competitive advantages, and how am I providing opportunities for those strengths to turn into eventual career capital.”

Outsourcing

Most roles have tasks that are required to engage in repeatedly; knowing the natural progression of a profession is essential. How many partners at a law firm still do all their own research? Does a surgeon want to spend more time in surgery, or in pre-op or post-op care? In these examples, practitioners outsource the less challenging work to junior staff that is not only capable of performing the work at a lower cost but also challenged by the work itself. What is the natural progression of your profession, and have you done a successful job of institutionalizing outsourcing?

Within a physician’s office, the nurse practitioner facilitates exams, the nurse checks blood pressure, and the scheduling department makes appointments. Each of those tasks are important but will neither provide the doctor with the challenge they need nor the financial rewards necessary to justify their time. In the case of lawyers, they have paralegals, legal secretaries, and associate lawyers they entrust. The lesson we can learn from both is that outsourcing certain tasks to other team members is not only more financially rewarding but also allows for greater challenges. Be aware of when the grind is necessary in the achievement of a goal, and be aware of when the grind must be alleviated in order to avoid turnover or burnout.

Building Teams for Meaningful Success

At Reneris, we understand that achieving extraordinary goals requires dedication to the grind, but we also recognize the value of aligning efforts with strengths and opportunities. Whether it’s fostering career capital or knowing when to delegate and outsource, success often lies in a balance between persistence and strategic decision-making.

As leaders in executive search for multifamily housing, affordable housing, hospitality, and nonprofit sectors, Reneris specializes in helping organizations identify and secure top talent. By partnering with us, you gain access to a team committed to supporting your long-term vision and delivering exceptional results. Let us help you turn the daily grind into meaningful achievements—building the leadership teams that drive your mission forward. Reach out to Reneris today to explore how we can assist in your pursuit of growth and success.

Please contact us to learn how Reneris can help you attract executive-level talent for your leadership team.

Building a Path to Affordable Housing

Written by admin on November 12, 2024. Posted in Blog.

Building a Path to Affordable Housing: Key Insights from Robin Hughes

The affordable housing crisis in the United States has reached a critical point, impacting millions across urban and rural communities. Rising rents, limited housing stock, and increasing economic inequality have made stable housing a luxury for many—a trend that threatens the very structure of communities nationwide. Addressing these challenges requires not only new policies but also a fundamental shift in how we approach housing solutions.

Robin Hughes, head of the Housing Partnership Network, recently shared her vision in an interview published by Housing Finance Magazine. In this conversation, Hughes outlines key strategies that the sector can adopt to address this pressing issue. From rethinking financing models to fostering partnerships across sectors, her insights offer a roadmap for transformative change. Below, we delve into the main points Hughes emphasizes to illuminate a path toward inclusive, sustainable, and community-centered housing solutions.

1. The Urgent Need for Change

According to Hughes, the housing sector needs to challenge the status quo to address longstanding systemic issues. Affordable housing has become increasingly scarce, particularly in urban areas where demand outstrips supply. Hughes advocates for a “people-first” approach, where the focus shifts towards inclusive housing that serves communities rather than profits. Her views underscore the importance of developing housing policies that consider the long-term impacts on marginalized groups.

2. The Power of Partnerships

Hughes believes that partnerships between public, private, and nonprofit organizations are crucial in tackling the housing crisis. She emphasizes that collaborative efforts can leverage the strengths of different sectors, creating a holistic approach to affordable housing development. For Hughes, these partnerships aren’t just beneficial—they’re essential for sustainable change.

3. Financing Innovation

Financing is often one of the biggest obstacles to affordable housing projects. Hughes addresses this challenge by advocating for creative financing options. Through her role at Housing Partnership Network, she’s seen how alternative financing models, such as social impact bonds and community investments, can support affordable housing initiatives. These models not only bring in much-needed capital but also align investor returns with positive social outcomes.

4. Community-Centric Solutions

Hughes points out that housing solutions must be community-focused to be truly effective. By involving community members in the planning and development process, projects are more likely to meet the unique needs of the people they serve. Hughes’ vision is one where housing developments empower communities, creating spaces that foster belonging and resilience.

5. Looking Ahead: The Future of Affordable Housing

Looking forward, Hughes is optimistic but realistic. She acknowledges the challenges but sees potential in the increasing attention on housing equity and affordability. For Hughes, success lies in scaling innovative, partnership-driven solutions that prioritize people and sustainability.

Conclusion

Robin Hughes’ perspectives on affordable housing serve as a powerful call to action for stakeholders across the housing sector. By challenging conventional methods and emphasizing community-centric, partnership-driven approaches, she highlights a path that not only addresses the housing shortage but also builds stronger, more resilient communities. Her focus on innovative financing, collaboration, and inclusive planning is a reminder that true progress in affordable housing requires a collective effort and a willingness to rethink established norms.

At Reneris, we share this vision of creating impactful, sustainable solutions that go beyond short-term gains. As we continue to support organizations in the housing sector, we are inspired by leaders like Hughes who champion transformative change. We believe that by embracing innovative strategies and prioritizing the needs of communities, we can contribute to a housing landscape where everyone has access to a safe, affordable place to call home.

To explore more of Robin Hughes’ insights and gain further understanding of her approach, read the full article in Housing Finance Magazine here: 5 Questions With Robin Hughes| Housing Finance Magazine

Please contact us to learn how Reneris can help you attract executive-level talent for your leadership team.

Opportunistic Outsourcing

Written by admin on October 17, 2024. Posted in Blog.

Business coach Peter Drucker was known for dispensing some sage advice that still rings true decades later:

Do what you do best and outsource the rest.

What comes to mind when you hear that mantra? An immediate list likely appears of all the tasks you know are not the greatest use of your efforts and energy. In the 15 seconds, you’ve spent thinking about what pops to mind; you may already have vowed to no longer waste time on select mundane projects or responsibilities that fill your plate, leaving room for much else. “I really need to hire someone to manage my schedule” or “someone else should be responsible for compiling our weekly reports” are certainly reasonable, but the outsourcing we are going to cover in this article is far more strategic.

Instead of viewing outsourcing as a chance to create more time for you, shift instead to think through how outsourcing could actually create an opportunity for others within your team.

The Shift
Stop thinking of outsourcing as the things you no longer want to do, and look instead at the opportunities you could create for others. A great leader is always one step ahead of career path advancement for key contributors. Take a moment (or a few hours) to evaluate each direct report you have; who do you know each are capable of becoming over the next few years and beyond? Now, what do you need to teach each of them to advance their responsibilities and skillsets?

You have now defined your first round of opportunistic outsourcing.

Think less about performance management and think more about professional development. Do you spend the same amount of time talking about where you see a key contributor’s career going as you do talking about how they are doing with deadlines or quotas? Is your coaching equally dedicated to skills that will help them achieve in their current role just as much as prepare them for the next step you believe they could grow into? Do you purposefully put key contributors in situations in which they may fail, but that failure propels growth?

At times, you may need to believe in others a little more than they believe in themselves. The best leaders help their team members discover their genius.

Survivorship Bias
When you focus too heavily on the “survivors” of a given group, you tend to ignore essential qualities about the rest of the population. Take entrepreneurship; we tend to gravitate toward the most successful entrepreneurs in the world when we study examples. Richard Branson, Bill Gates, and Mark Zuckerberg all dropped out of school; learning about them, many people conclude that you don’t necessarily need a college education to succeed.

But for every Branson, Gates, and Zuckerberg, there are thousands, if not millions, of other entrepreneurs who dropped out of school and failed in business. We just don’t hear about them, and so we don’t take them into account. The misconception? You should focus on the successful if you wish to become successful.

How does this relate to our topic at hand? Until now, we have been focusing on key contributors – those whom you feel strongly will continue to play an integral role in the success of your organization. What about those who hover just below that line?

One option is certainly to “top grade” and perpetually focus on proactive hiring that improves the strength of your bench, not just hiring that fills empty seats. Spend less time addressing reoccurring performance issues and instead craft a hiring plan that proactively attracts the “A” or “B+” contributors to the team.

An additional option is to opportunistically outsource. Give others the chance to take on tasks and responsibilities they succeed with and are passionate about. Be sensitive to the skills and interests of individuals; match the dreamer with more creative tasks and the perfectionist with the detail-oriented projects. Just think how much more would get done if people only did jobs for which they had a talent and a passion. Don’t focus only on the already successful individuals within your team, but outsource thoughtfully to those to whom you are still trying to uncover their fullest potential.

Just Ask
Not sure what to outsource, and to whom? Challenge yourself to get to know those on your team. Ask questions to assess the present and design the future:

When you come to work each day, what things do you look forward to?
What are you learning here? What have you not yet been given the chance to take on, that you’d like to?
Is this what you want to do?
What can I do to make your experience here better?
What would you be excited to take on? (projects, responsibilities, clients)
When was the last time you feel like you massively over-delivered on something? What was it, and why did you work so hard?
What would make you listen to a call you’d get from a recruiter? Be honest; no judgment!
What’s on your personal and professional bucket list?
Fast-forward a year (two years, five years) from now; what would you be most proud of having accomplished?

Even when individuals are assigned difficult challenges, when they are involved in the decision, there is a huge increase in performance. Those who volunteer look at projects as developmental, while those who are assigned regard the task as hard labor. Take the initiative now to truly engage the hearts and minds of your team, so they one day will have the ability to opportunistic outsource to the next generation of future leaders within your firm.

At Reneris, we believe in innovation and helping individuals achieve their full capabilities. Outsourcing isn’t just about delegation; it’s about creating room for others to grow. Instead of only outsourcing tasks you no longer want to do, consider how assigning new responsibilities can help your team members advance their careers and skillsets. A great leader recognizes potential and provides opportunities for growth by guiding team members into roles that challenge and develop them. We believe that every team member has untapped potential. By shifting the way we think about outsourcing, we’re not just creating more time for ourselves; we’re investing in the future leaders of our company.

Please contact us to learn how Reneris can help you attract executive-level talent for your leadership team.

Who Thanks Whom

Written by admin on August 20, 2024. Posted in Blog.

Who Thanks Whom

A recent article penned for Inc by Suzzane Lucas made the bold statement: “Dear Hiring Manager, Perhaps You Should Write the Thank You Note”. She continues: “The traditional thank you note is from candidate to hiring manager. That’s wrong… Just what are you exactly thanking the manager for? Taking the time to talk with you and consider your application for the job, right? But, what were you really doing? You were taking your time out of your day (and often using vacation time from your current job to do so) to try and solve a problem for the hiring manager.”

At first glance, most would read statements and think “thank goodness this wasn’t a candidate I interviewed; seems quite entitled.” However, inverted of a perspective this author seems to hold from standard interviewing protocol, there is an underlying message communicated by her article.

It may be time to evaluate your hiring process through a new lens.

If we assume it is the candidate’s responsibility to pen the thank you note, doesn’t that inherently mean that we also assume it’s the candidate’s responsibility to be thankful for being granted an interview to begin with?

You may have this mindset and not even realize you have it. A few questions to consider:

How much time do you expect a candidate to prepare for the interview with you How much time do you spend preparing for the same interview?
You likely have asked the question “So why should we hire you” without batting an eye – how receptive are you when a candidate questions “Why should I come to work here?”
Checking candidate references from past employers is a probable interviewing step; candidates volunteer these regularly. What would your reaction be if a candidate asked to check references from those who had worked under your supervision in the past but were no longer with the firm?

These are just a few scenarios to help challenge your paradigm. Lucas ultimately summarized this mental shift: “When we think of all the things we demand of job candidates, we should realize that they are the ones doing the hiring managers big favors. You need that position filled, and these people are graciously helping you to do so.”

Start with Motivation

Secure more insights than exist on paper. Schedule time with your recruiter to go beyond more than “the individual is looking to take that next step in his career” and instead have a solid understanding of what the candidate does not have currently yet is looking to have within your organization. Know what is most important for this candidate to learn from your initial meeting as it relates to what he is looking to accomplish in this career move. Additionally, make sure you know “why you firm” – why this candidate wants to talk with your firm as opposed to others. What is it that initially sparked their interest, and how you can expand on that to have the candidate walk away with their own motivating factors addressed? Finally, know “why not” – any concerns this candidate has in areas such as the cost of living (if relocation is involved), or stability, or any other detail no matter how large or small. This is the opportunity to address them, either openly or candidly, throughout the interview.

It’s the Little Things

Small things stand out, specifically when candidates are in a thriving economy and may have the opportunity to interview with multiple organizations. Take a moment and look at your physical office space through a new lens. Is your boardroom, interviewing space, or personal office dated and could use some modernization? Do you have anything on the walls that showcase your organization’s accomplishments, or highlight your culture? Think through the impression you make as it relates to your physical office space.

When the candidate arrives, give them bottled water without them having to ask for or accept it. When the candidate leaves, consider an exit gift of some sort – a small item with your logo on it or something personalized based on what you know about their interests or background.

The Sell

Take some time to craft concrete answers or success stories around questions such as the following:

What are the primary reasons someone would join your organization instead of another firm?
What is the specific and measurable career path?
What in-house resources do you have that give people a competitive advantage? What external resources?
How does your company differentiate itself from other competitors in your niche, and what would this mean to someone joining your firm?
What is the tenure of your senior staff? What benefit does that provide a new associate?
What future growth plans do you have for your firm? What opportunity does that create for someone?

Even if the candidate does not ask the direct question, you want to remain confident that you are articulating “why you” just as much as you are trying to determine “why them.” If, during the interview, a light bulb switches on and you have the revelation that this is the exact person you need to hire, the better you can articulate your true value proposition the higher the chance that candidate will want you as much as you want them.

Building Great Leadership Teams with Reneris

At Reneris, we specialize in building great leadership teams by unlocking the potential of high-performing professionals. Our mission is to partner with best-in-class developers of housing (multifamily, affordable, senior), hotels, and non-profit organizations across the country to place the right talent in the right positions, driving growth and success.

As part of our commitment to excellence, we are proud to be affiliated with Sanford Rose Associates®, a search firm recognized as one of the top 10 in North America by Executive Search Review. This partnership enables us to leverage SRA’s extensive network and industry expertise, enhancing our ability to find the right leaders for your organization. Connect with Reneris today to learn more about how we can support your professional and organizational growth.

Please contact us to learn how Reneris can help you attract executive-level talent for your leadership team.

The Electric Slide – AI’s Already Big Impact on Recruiting (And How It’s Not Replacing Us Anytime Soon)

Written by admin on July 24, 2024. Posted in Blog.

The Electric Slide – AI’s Already Big Impact on Recruiting (And How It’s Not Replacing Us Anytime Soon)

By Nick Swetye

Machine learning and AI-driven data analysis aren’t new, but since ChatGPT went live to the public in late November of 2022, chatbots have certainly captured the collective imagination. Its creators and advocates promise it will open countless undiscovered doors and revolutionize not only the workplace but all of human civilization – an invention as big as language itself! And as an early adopter, I have often felt as though I have been handling the fires of Prometheus.
In our industry, Executive Search firms and HR departments across the globe have been hungry to make extensive use of chatbots and AI tools, streamline workflows, increase volume, reduce costs, and drive profits. New candidate and prospective client sourcing tools, automated outreach, even promises of the Holy Grail of chatbot-driven-prescreening of candidates – all are already developed and in use, and all in just the last 12 months.

The catch – quality is not necessarily guaranteed. Daily workshops on your choice of platform can be joined by video conference where you can hear the prophecies of the coming Age of Aquarius where none of us will have to do the things in the workplace that are hard, the things that are time-consuming, the things that are messy – if only you’ll subscribe to our new service.

The idea of candidates using AI to write cover letters while recruiters use AI to screen them isn’t new mirrors the horrors in education, where students are using AI to write research papers while overworked teachers are pressured to turn to it for grading. Terrifying enough, and now coupled with the very real possibility of candidates using AI voicebots to respond to initial job interview calls conducted themselves by AI – it’s all simply the stuff of nightmares.

At Reneris, I feel fortunate enough to be working with passionate, dedicated, and mission-focused leaders across the country for whom the personal touch is central to the experience they expect and the outcomes they need. While every Executive Search firm prides itself on building relationships, Reneris feels ahead of the curve, and the clients and candidates I speak with remind me daily that we aren’t like other recruiters they’ve met. It’s a badge of honor in many ways and the primary driver of our success.

In the end, our clients don’t care how we use AI, just as long as it doesn’t impact their experience. They want the best possible candidate for a critical and complex role. This is likely to be someone not on the job market, someone who doesn’t hop from job to job, someone in the midst of making a lasting impact on the organization where they are currently working but also motivated by something to make a change. The clients don’t care if or how we use AI as long as they get the right person in the end.
Who does care? Our candidates.

The number of times a candidate has ended a conversation with us and remarked how good it felt to be really heard, not just spoken to or asked to start by filling out an online form, is a metric we should probably track because it is painfully frequent. Building trust and transparency is the key to good recruiting and that takes time, intention, and a solid dose of humanity. It takes frequent friendly contact, subtle vetting for the proper motivations for change, a lot of active listening and thoughtful preparation, some left-brained analysis weighed against right-brained instinct and no small amount of persistence.

AI is definitely going to replace a lot of recruiters, but thankfully, not the good ones. And I hope you’ll tune in again in future newsletters where we explore what it takes to attract great candidates, how to prepare for a difficult search, and much, much more.

Please contact us to learn how Reneris can help you attract executive-level talent for your leadership team.

Why Career Mapping is a Key Strategy for Evaluating Your Next Role

Written by admin on June 25, 2024. Posted in Blog.

Why Career Mapping is a Key Strategy for Evaluating Your Next Role

At Reneris, we speak with highly skilled candidates on a regular basis who are seeking to make a career change. Our goal is to help them find the next rewarding role that not only makes use of their qualifications and skills but one that is also meaningful to them. We guide them to be intentional and strategic when thinking about their next career move. Many are just ready to make a job change, while others, know where they want to be in five to ten years but aren’t sure how to get there. In the quickly evolving employment market, it is beneficial for anyone who is seeking to make a change to think about their mid- to long-term career goals and to map out a plan to achieve them.

Career mapping is a strategic technique that can assist you in planning and visualizing your career progression. Mapping out your career goals, identifying the abilities and proficiency needed to reach them, and crafting a plan to close any gaps, can help you move in the right direction. Career mapping is a tool that can help you identify the skills you need and the roles that can assist you in closing the gap. This exercise allows you to identify roles that will give you the experience you need to get you closer to your ultimate career goals one step at a time.

What Career Mapping Can Do For You

Help you set clear career goals: It is challenging to choose your direction in life without specific goals.
Help you identify your strengths and weaknesses: A successful profession depends on your ability to recognize your strengths and weaknesses.
Help you develop new skills: After determining the abilities required to meet your professional objectives, you can design a plan to gain or enhance those skills.
Assist your career progression: You can determine the positions and experiences that will help you get closer to your long-term professional objectives.
Help you to better assess your performance: By outlining your professional objectives and the measures required to reach them, you can assess your performance and make any necessary corrections.

Why You Should Use Career Mapping

To develop a rewarding career: Having a clear plan to reach your ultimate career goals will help ensure that you are headed in the right direction, even if you make some side steps along the way to build the skills you need.
To remain current in your industry: You can remain ahead of the curve by determining the knowledge and expertise you need to have to be competitive in your next role.
To raise your earning potential: You can demand a higher salary by acquiring the in-demand experiences and skills needed to stay relevant in your sector.
To make wise professional decisions: By making sure you are always heading in the proper direction, you will still be able to make necessary adjustments to your career plan along the way.

Career Mapping in Practice

Make a list of 5 – 10 respected leaders in your field: and examine the career paths each has taken to reach their current role, one that you would characterize as “an awesome leadership position” – one that you would love to see yourself in when you are at the top of your career (or at least on your way there). Are there any patterns or observations you can gain from this exercise that will give you some new ideas as you contemplate your next step? Perhaps there are roles and organizations you may want to explore further that you have not considered yet.

Six-degrees outreach: Identify 6 mentors you have had throughout your work. These could be supervisors, other leaders in organizations where you have worked, professors, colleagues who looked out for you when you were new, thought leaders in your space, and peers who have gone on to do interesting work. Make a plan to reach out to them and let them know you are at a crossroads and that you want to be thoughtful about the next step in your career. Ask them to share some insight into choices they made in their careers – where they might have made intentional and strategic decisions about the next roles they took. Invite them to share where they could see you taking your career based on their perceptions of your strengths and ability to make an impact. These insights from professionals you respect for their choices and insights can help guide you as you map out the next steps in your career.

In summary, career mapping is an exercise that may help you discover important information about your professional trajectory and allow you to determine if you are headed in the right direction. This approach will, at the very least, assist you in identifying where you may need to make adjustments that will put you on a more intentional path to achieving your career goals. Remember that long-term professional success and fulfillment depend on you taking the time to assess your progress and make wise decisions.

Please contact us to learn how Reneris can help you attract executive-level talent for your leadership team.

Unlocking Your Potential: The Power of Transferable Skills in Any Industry

Written by admin on April 9, 2024. Posted in Blog.

Unlocking Your Potential: The Power of Transferable Skills in Any Industry

As a seasoned professional with years of experience under your belt, you’ve likely honed a set of professional skills customized to your specific industry. However, there’s a whole realm of skills—known as transferable skills—that can benefit you regardless of the job or industry you’re in. These skills, also called portable skills, are resourceful competencies that can be applied across various jobs, industries, and contexts, making them invaluable assets in today’s dynamic job market.

Why Transferable Skills Matter

Transferable skills such as communication, problem-solving, leadership, and project management are not limited to job titles or industries. They exemplify core abilities that are universally valued and essential for success in diverse work environments. Employers highly value these skills as they increase workplace efficiency, drive organizational growth, and enhance team collaboration.

Navigating Career Transitions

One of the significant rewards of transferable skills is their role in simplifying career changes. Transitioning to a new field can be overwhelming, particularly without relevant experience. However, transferable skills bridge this gap by showcasing your flexibility, quick learning capabilities, and ability to excel in new environments. Employers acknowledge the value of these soft skills, making them critical for career changers and job seekers aiming to stand out.

Top Transferable Skills

Here are some key transferable skills that can elevate your career prospects:

1. Communication: Fosters collaboration, enhances client relations, and ensures clarity across teams.

2. Leadership: Motivates teams, drives projects to success, and builds a productive work culture.

3. Problem-Solving: Critical for addressing challenges, finding ground-breaking solutions, and driving progress.

4. Teamwork: Crucial to achieving collective goals and maximizing individual inputs.

5. Adaptability: The ability to adjust to change, embrace new technologies, and innovate is key in today’s dynamic workplaces.

6. Analytical Skills: Enables professionals to dissect complex situations, identify patterns, and make informed decisions.

7. Creativity: Encourages innovation, fosters out-of-the-box thinking, and drives strategic initiatives.

8. Decision-Making: Effective decision-makers lead teams, overcome obstacles, and ensure project success.

9. Digital Savvy: Proficiency in digital tools and platforms is critical for modern-day professionals.

10. Empathy: Understanding others’ perspectives nurtures positive relationships, and effective leadership, and heightens teamwork.

11. Time Management: Strategic prioritization, goal setting, and efficient resource allowance are key for meeting deadlines and sustaining work-life balance.

12. Project Management: Expertise in planning, coordination, and execution guarantees successful project delivery.

13. Conflict Resolution: Managing conflicts constructively upholds a harmonious work environment and strengthens team dynamics.

14. Critical Thinking: Essential for making informed decisions and solving complex problems.

15. Interpersonal Skills: Increase team performance, client satisfaction, and overall job efficiency.

16. Attention to Detail: Meticulous execution and accuracy are crucial for roles that require precision and quality.

In today’s competitive job market, focusing on transferable skills is critical to your career success. Whether you are aiming for a career change or seeking new opportunities, underlining your transferable skills can make a significant difference in how employers perceive your value and potential. Embrace these skills, nurture them, and observe as they open doors to diverse career paths and growth opportunities.

Please contact us to learn how Reneris can help you attract executive-level talent for your leadership team.

Contact Us

info@reneris.us

Crafting Your Path: The Reneris Top 8 Steps to Direct Your Job Search

Written by admin on March 5, 2024. Posted in Blog.

Crafting Your Path: The Reneris Top 8 Steps to Direct Your Job Search

In today’s competitive job market, directing your own job search is not just a necessity but a process to artfully master. To navigate this process successfully, here are the key strategies we recommend that you follow to conduct your job search to help you succeed in finding your next role.

1. Think Strategically about Your Career Goals

a. Assess where you want to be in 5-10 years and the skills required to get you there.

b. Find the jobs that will help you develop those skills.

c. Structure your resume to highlight transferable skills during career changes.

d. Emphasize both transferable skills and relevant work experience when identifying the right next role.

2. Tailor your Resume for Targeted Impact

a. Utilize easy-to-read, atractive resume formats.

b. Highlight achievements over responsibilities.

c. Focus on relevant work experience for the desired position.

d. Include practical experiences showcasing key skills application.

3. Identify Target Job Opportunities

a. Explore niche job boards aligned with your industry or sector.

b. Create a list of target organizations and check their careers pages.

c. Connect with search firms specializing in your desired sector.

4. Apply a Targeted Approach to Your Search

a. Apply to positions aligning with both your interests and qualifications.

b. Dedicate regular time to your job search, aiming for quality over quantity.

c. Proactively network with colleagues, mentors, and industry professionals.

5. Research Organizations and Positions

a. Dedicate time to researching companies and the specific role you are applying for.

b. Tailor your application, cover letter, and interview preparation based on your findings.

6. Write a Compelling Cover Letter

a. Craft a unique cover letter for each application.

b. Clearly communicate your skills, top accomplishments, career change openness, and passion for the organization.

7. Prepare Thoroughly for Interviews

a. Research the organization, interview team, and recent announcements.

b. Prepare questions demonstrating your interest in the role and company.

c. Evaluate the interview as a two-way process, assessing culture and fit.

8. Closing the Interview

a. Express gratitude for the interviewers’ time.

b. Reiterate why you are the ideal candidate.

c. Convey enthusiasm and excitement about the potential role and company.

In Summary:

a. Dedicate consistent time to your job search.

b. Utilize diverse sources beyond online job boards.

c. Handpick roles aligning with your skills and long-term goals.

d. Leverage networking, research, and a targeted approach for success in the competitive job market.

By following these comprehensive steps, you can navigate your job search with intention, increasing your chances of landing the role that aligns perfectly with your career aspirations matching cultural fit, and setting roots for a successful career path.

Please contact us to learn how Reneris can help you attract executive-level talent for your leadership team.

Contact Us

info@reneris.us

Bright Horizons: Exploring Opportunities for the Affordable Housing Industry in the USA in 2024

Written by admin on January 18, 2024. Posted in Blog.

Bright Horizons: Exploring Opportunities for the Affordable Housing Industry in the USA in 2024

The landscape of affordable housing in the United States has always been a topic of keen interest, with 2024 poised to bring new dynamics to the forefront. As we embark on a new year, the affordable housing industry in the United States is on the precipice of transformative opportunities that hold the potential to reshape how we confront housing challenges.

In 2024, several factors will contribute to a landscape rich with potential for growth, innovation, and increased accessibility in the affordable housing sector. Let’s dive into the promising opportunities that await industry stakeholders.

1. Public-Private Partnerships (PPPs):

One of the significant opportunities lies in the expansion of public-private partnerships (PPPs). Coordinated efforts between government entities and private developers can unlock funding, streamline processes, and expedite affordable housing projects. By aligning shared goals, these partnerships have the potential to catalyze large-scale developments, addressing the growing demand for affordable homes.

2. Innovative Financing Models and Incentives:

The financial landscape for affordable housing is evolving, with new financing models and incentives gaining prominence. Innovations in financing, such as impact investing and community development funds, can infuse much-needed capital into projects. Forecasts suggest that tax incentives and grants will play a critical role in empowering developers to invest in affordable housing initiatives, fostering a conducive climate for growth.

3. Technology-Driven Integration:

The addition of technology offers a golden opportunity for the affordable housing industry. From adopting cutting-edge construction methods to leveraging data analytics for market insights, technology can streamline processes and reduce costs. Smart home arrangements, energy-efficient designs, and digital platforms for property management are ready to upgrade the quality of affordable housing while making it more attractive and sustainable.

4. Focus on Sustainable and Inclusive Communities:

The shift towards creating sustainable and inclusive communities is an exciting prospect in 2024. Developers have the opportunity to go beyond building affordable homes by integrating green spaces, community amenities, and social infrastructure. This strategy not only improves quality of life but also helps neighborhoods develop holistically, fostering a sense of community and well-being.

5. Government Initiatives and Policy Support:

Government initiatives and policy reforms can act as catalysts for growth in the affordable housing sector. In 2024, stakeholders should closely monitor and engage with policies that encourage affordable housing development. Continued support through grants, subsidies, and streamlined regulatory processes can build an environment that can be beneficial to sustainable growth.

6. Addressing Housing Disparities:

2024 provides a renewed opportunity to address housing disparities and promote fair access to affordable homes. Developers and policymakers can work collaboratively to identify areas with the highest need, ensuring that affordable housing projects are strategically located to assist diverse communities. This approach contributes not exclusively to housing accessibility but also to encouraging financial and social equality.

As the affordable housing industry in the US stands at the threshold of a new year, the landscape is overflowing with open doors ready to be seized. By embracing innovative financing models, leveraging technology, fostering partnerships, and prioritizing sustainability and inclusivity, stakeholders can contribute to a brighter future for the affordable housing sector.

In 2024, the industry has the chance to make significant strides toward addressing housing challenges, making a positive impact on communities and redefining how we approach affordable housing in the United States.

Please contact us to learn how Reneris can help you attract executive-level talent for your leadership team.

Contact Us

info@reneris.us