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Be The Diamond

Written by admin on . 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.

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Who Thanks Whom

Written by admin on . 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.

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.

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

Written by admin on . 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.

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.

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

Written by admin on . 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.

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.

Contact Us

info@reneris.us

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

Written by admin on . 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.

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.

Contact Us

info@reneris.us

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Building Bridges: What an Executive Search Firm Can Do and What Candidates Seek

Written by admin on . Posted in Blog.

Building Bridges: What an Executive Search Firm Can Do and What Candidates Seek

As you probably know by now, an executive search firm specializes in identifying highly qualified candidates in executive and/or senior leadership-level positions for organizations in the public, private, and non-profit sectors. These firms are also experts in specific industries which allows them to have a market niche of clients seeking high-caliber candidates.

When executive and/or senior leadership-level candidates work with search firms, they typically have certain expectations and seek specific benefits from the experience.These candidates are looking for a partner who can help them navigate the job market and provide them with guidance and support throughout the job search process.

A lot has been researched and written regarding the kind of candidates that an executive search firm looks for to successfully fulfill vacancies from their clients. However, little has been said about what highly qualified candidates look for when deciding to work with a search firm to climb the ladder in their careers.

Thus, wouldn´t it be interesting to dig deep and find out what executives and/or senior leadership-level individuals are looking to achieve when working with search firms?

Based on research and considering certain testimonials we gathered at Reneris from some of our candidates, candidates working with search firms, look for:

1. Access to exclusive job opportunities: Candidates expect search firms to have access to a wide range of job opportunities that may not be publicly advertised. These exclusive opportunities often include senior-level executive positions and specialized roles, providing candidates with a chance to explore high-level career prospects they might not find through traditional job search channels. Shawnta´ Duckworth, Director of Enrollment Management at The Lillian and Betty Ratner Montessori School in Cleveland Ohio shared, “I believe if it wasn’t for Reneris I would have not even known about the job. They give their all in helping find an exceptional opportunity”.

2. Industry expertise and insights: Candidates might seek out search firms that specialize in their industry or field to get expert guidance on their job search. They may want to get advice on their resume or help prepare for interviews and expect the search consultants to possess in-depth knowledge about the industry, current trends, and the hiring landscape. This expertise helps candidates gain a better understanding of the job market enabling them to make informed decisions about their career paths. Andrea Osgood, Chief Real Estate Development Officer with Eden Housing based in Hayward, CA shares the value she sees working with a firm that has industry knowledge. “Reneris and Dominique have specialized in our unique industry so she is able to lean into a wealth of contacts to widen the search and find great candidates”.

3. Personalized career guidance: Search firms often provide personalized career coaching guidance to candidates. This may include resume reviews, interview preparation, and advice on how to position oneself as a strong candidate for specific roles. Candidates value this support to enhance their chances of success during the hiring process. “Nick established a close rapport with me right away and provided the support I needed to successfully get the job. He did not treat me as one more applicant. He always kept me informed on the steps and status of the process. Nick guided me through the process. His leadership helped get the career opportunity” shares Mauricio Cordova, who was hired by Episcopal Community Services of San Francisco as their first Chief Operating Officer in January 2023. Shawnta´ Duckworth summarized her overall experience, “I appreciated the personal touch. I felt like Reneris knew me personally. The before-interview prep helps get the nervousness out”.

4. Candidate advocacy: Successful search firms invest in their candidates´ success and act as advocates throughout the hiring process. They represent candidates to potential employers, highlighting their strengths and aligning their skills and experiences with the needs of the hiring organizations. Jennifer Ingram, who was hired by MidPen Housing based in Foster City, CA as their first SVP of Equity & Inclusion, was attracted to the opportunity for leadership and impact and uprooted her family from Cincinnati to the Bay Area. “I had a great experience working with Dominique. She was communicative, thoughtful, and supportive every step of the way. She provided relevant insight and took the time to understand the aspects that were most important to me. She advocated on my behalf and offered candid feedback. Even onboarding she checked in on me and ensured all was well”.

5. Improved job fit: Candidates expect that working with a search firm will lead to a better job and cultural fit with a company and opportunities that align with their skills, experience, and career goals. Ryan Cassidy, who had been commuting since the pandemic from Northern California to his job in New York, was open to exploring opportunities in his new adopted hometown. “Even though Reneris was hired by the employer, I felt like they also had my interest in mind. The even-handed/fairness of the process was good. I came to trust Dominique’s opinion and saw that she wanted to make a good match. This was definitely the right place for me, I can’t imagine a better fit”. He found his perfect fit as Vice President of Real Estate with Mutual Housing California based in Sacramento.

Furthermore, Cynthia Alvarez, who was also on the lookout for a leadership role in affordable housing, confided in our firm her hopes and desires for her next role, and the type of work environment in which she could thrive. “Reneris, in helping place me at Christian Church Homes, were true partners and put me at ease throughout the process and made sure I had relevant information throughout. As recruiters, they carry their work with integrity, professionalism and are supportive throughout. Dominique spent time getting to know me to understand my priorities and values and ensure alignment. She worked to ensured a good fit with CCH. Am thrilled to be at CCH and work in such a caring organization. I am grateful to Dominique and the team at Reneris and am glad they occupy the recruitment space in our affordable housing world”. Cynthia accepted a position with Christian Church Homes to be their first Chief Operating Officer in June.

6. Time efficiency and Managing stress: Job searching can be time-consuming, specially for candidates seeking leadership roles. By partnering with search firms, candidates expect to save time as the firms handle the initial screening and match candidates to suitable job openings, streamlining the job search process and thus also relieving candidates from the stress caused by the whole recruiting process. Abby Westbrook, who worked remotely for a nonprofit in another state when she and her husband decided to move home to be closer to family, was looking for someone to guide her through her job search as she managed full-time employment and was taking care of a young family and new home. Today, she is the Executive Director of Social Venture Partners in Cleveland, a role that has allowed her to make a considerable professional impact in the community while maintaining work-life balance. “I was recruited by Dominique and her tam for a nonprofit leadership role in Cleveland. Dominique was a dream to work with, she is honest, transparent, and communicative throughout the whole process. She made what can be a stressful experience much more easeful and is truly committed to fostering a mutually good fit”

7. Networking expansion opportunities: Search firms often have established relationships with companies and can provide candidates with networking opportunities that they may not have access to on their own. Working with search firms can expose candidates to a broader network of potential employers and industry contacts. This expanded network can be valuable for building long-term career opportunities.

8. Negotiation support: Candidates might seek out search firms for help with salary negotiations and benefits packages. Search firms can act as intermediaries between candidates and employers, helping to ensure that both parties reach a mutually beneficial agreement.

9. Long-term relationship building: Candidates who have a positive experience with a search firm may establish long-term relationships. This could lead to future career opportunities as search firms continue to consider them for suitable roles throughout their careers.

10. Confidentiality and privacy: Candidates want their personal and professional information to be treated with the utmost confidentiality. Working with search firms safeguards a higher level of privacy compared to publicly applying for jobs, especially for candidates employed and looking to make a discreet job transition.

Overall, candidates´ experiences may vary based on the specific search firm they work with and the quality of the services provided. A reputable and experienced search firm is more likely to meet candidates´ expectations and deliver a positive experience throughout the job search process.

Please feel free to contact us at Reneris if you are looking for a change in your career.

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.

Contact Us

info@reneris.us

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