A change in your senior management team can be an interesting time for your organization. The change can either go one of two ways: it can be a smooth process where a new leader comes in and helps steer your company to new heights or it can turn into a disaster where the position is open for months at a time and you end up rushing to fill the role. By rushing to fill the role, the organization hires someone who ends up not being a fit. Fast forward one and a half or two years later and that position has turned over again. You are right back where you were 24 months prior and your organization is a little worse than it was previously and the position is still open.

If you ask any IT Director at virtually any company in America which website is most frequently accessed by their employees, they will all answer in unison: Facebook. Despite firewalling and preventative policy, social media has become ubiquitous and smart companies have learned to use it to their advantage while limiting risk.

So you want to fill a position in your organization and your recruiter has asked you to submit a job description…now what? Ideally, your organization will have already created job descriptions for similar positions that you can tweak to fit the needs of your position specifically. However, this may also be the first time your organization has hired for this particular type of position in which case you may be starting from scratch. In either case, following these guidelines when approaching the task of writing out a job description will help you to establish a relevant and comprehensive job description your recruiter can use to find the right fit for the role.

As a job seeker the path to finding new employment can be challenging and at times, frustrating. It is important that you do all you can to stand out from other job seekers. Here are some tips to help ensure you get noticed:

Many organizations today have the latest technology and the greatest physical resources. But if those organizations do not have the right people, they will always struggle to achieve the results they desire. Here are some of the most important components of a successful search I've learned over the years as a Recruiting Consultant for rapidly growing organizations across the Washington, DC metropolitan area.

According to a recent Gallup study, 71% of our workforce is probably not nearly as productive as they could be. The number of actively disengaged employees in the workplace outnumbered the number of actively engaged employees by nearly two to one. And in the North America, 29% are engaged, 54% not engaged, and 19% are actively not engaged, meaning they are “unhappy and unproductive at work and liable to spread negativity to coworkers.”