What’s the return on investment for executive search firms such as Jamesbeck? The question is especially relevant for firms that have built their own in-house recruiting teams. Also, the proliferation of online recruitment and job-seeking platforms has led some firms to conclude that they can easily find their own talent without the assistance of a third-party search firm. Below are the most compelling reasons that come to mind when considering what an executive search firm like Jamesbeck has to offer: We’re a firm’s marketing arm. We’re in the market on behalf of our clients, selling the positive aspects of each
Read About ItCompanies have often paid lip service to the importance of culture in hiring decisions -- but change is afoot as culture is elevated to a bona fide top criteria at many firms, particularly for leadership roles. Evolving industry dynamics have forced asset managers to be more strategic and thoughtful about who they’re hiring beyond the resume. The price of getting it wrong has always been high (e.g., dysfunctional teams, reduced productivity, turnover), but as millennials have made their way into more companies, and their voices have gained strength and volume, the importance of culture has heightened. Increasingly, companies are
Read About ItA recent Harvard Business School article[1] suggests significant contrasts between the management styles of U.S. corporations situated on either the East or West Coasts. This discussion has prompted the following question: Are there differences in the ways East and West Coast financial services firms are run? Since financial services in general is a well-established industry without a large start-up culture, we at Jamesbeck have observed that prevailing management styles are substantially similar on both the East and West Coasts. Whether or not a firm and its leadership are entrepreneurial, forward-looking, or visionary is a function of the organization, and unrelated to the coast on which
Read About ItDiversity and inclusion are hot topics in financial services right now. The addition of diverse talent has been shown to positively correlate to higher returns and a more positive work environment, as well as more accurately reflect a broad investor population. The trend to establish more diversity and inclusion within firms’ ranks has resulted in intense competition for the best candidates: women and minorities. The prevailing industry dialogue is focused on how firms can attract the best candidates, and support them once they’ve joined their team. Yet not much is being said about how the strongest diverse talent can be proactive within the
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