#diversity recruitment

[vergilbergart]

reposting bc tumblr broke 😔

anyways (strapping young lads by dorian electra blasting in the distance as i think about homoerotic military ads + recruitment posters and about if those would exist for the marines in one piece.)

i eventually figured ... Yeah. They Would. anyways i based this on a Collier's magazine cover that's like ... idk dated to either the 20s or 30s, it wasn't very clear on the image i found, but the article i found it on pointed out how it was very .... yknow.....😳

also!!! i wanna do more of these w more marine characters like smoker or corazon or like, even garp or sengoku (can u IMAGINE) so . i may do that heehee

open in new tab for better quality

on inprnt

[monosminecraftmania]

The Cards

teaser

so im thinking of having an interactive event while im on my spring break. to get me back into the spirit of drawing and get one of my many projects actually rolling.

hopefully this explains . . . well, most of whats going on. those who know will know. but i will explain more as this goes on and hey. maybe it will take off. i hope ;w;

[asaraviapt]

[EN] How to Follow Folks On LinkedIn Who Don’t Repeat “Rejection is Redirection.”

Lord give me patience–if I hear one more person telling me that “rejection is redirection” I’m blocking them before Twitter takes away the feature. 

… Okay, that may be extreme–but I want to start off this post by asking folks to refrain from that advice. I don’t have to remind other game developers how messed up the job market is, but I can say this much: I know a thing or two about job hunting. 

It takes time. Patience–a lot of it. Some studios ghost their applicants, others spend four months debating on who to grant that first interview–without guaranteeing a second or third round. Having been both a recruiter (and currently searching for a writing role) I picked up a few bits of trivia that I wish to share with others. 

First: Remote Networking Events:

Discord is going to be your best friend, along with other tools. It’s accessible, and offers a more casual environment than LinkedIn. Before naming a few networking events, here’s a few things to bear in mind:

Always have either a Sticky Note or WordPad that includes your preferred name, pronouns, a brief two to three sentence introduction on who you are and what sets you apart, along with your social media links and portfolio for potential recruiters to reach out to you. 

Take a deep breath. I know it can be daunting to put yourself out there, but in a job market full of so much competition, it’s the best way to gain an upper hand. 

Set up reminders and be efficient. 

Remember that everyone is human. This may sound like a weird one, but you��d be surprised at how often folks place game developers on a pedestal either because of the studio they work in, the awards they have won, etcetera etcetera. The best conversations and connections emerge from just relaxing and having a fun time with folks! 

Eventbrite.com Go on www.eventbrite.com and include the “remote” filters and free admission. Add key words such as “game developer meeting” or “game developer networking” for example. If you wish to get more specific, add the title you wish to have and see if you can meet folks who specialize in your field who can offer advice on how to break into the field. 

PowerToFly. Here, you can upload your resume and state where in the tech industry you would want to specialize in.

THIS WEEK they will have an event featuring to assist folx with visible and invisible disabilities from August 23, 2023 until August 24, 2023. You can sign up here: https://powertofly.com/events/virtual-job-fair/?utm_campaign=Sunday%20B2C%20Newsletter&utm_medium=email&_hsmi=270953365&_hsenc=p2ANqtz-_HrFZZIbObYArT2rnkBkTW0QMv-gHNY9LDc0LIp0pfCuFHnk01A0sqaz1W7KeYORbvHtSVX7R0gO4XKS_MfGeRqYdpog&utm_content=270926294&utm_source=hs_email

Similarly, there are events hosted by PowerToFly for members of the LGTBQIA+ community, the BIPOC community--all of which are free, the calendar with the dates is on their website.

LinkedIn Audio Events. These are great events to not only meet recruiters and employers from various studios, but also greet other fellow job hunters. The best part about this industry is the camaraderie and support–find someone who could give you a job, or find someone who could give you tips on improving your resume. 

List of LinkedIn Creators with Events: 

Aida Figuerola (https://www.linkedin.com/in/afiguerola/) 

Upcoming Event on August 22, 2023: https://www.linkedin.com/events/gamingbackstage-de-iwithjasmina7097554161021415424/

Justin Williams 

Previous Event: (Remember you can rewatch it, and take note of the advice provided by recruiters in AAA studios!) https://www.linkedin.com/in/justinalanwilliams/recent-activity/all/ 

Amir Satvat (https://www.linkedin.com/in/amirsatvat/)   

Amir has the Amir Awards, and often features creators helping the video game industry–additionally, he has an organized spreadsheet with video game job openings AND mentorship opportunities. 

Here is a link to the job directory from August 13, 2023. You’ll notice how often he updates it. https://www.linkedin.com/posts/amirsatvat_friends-i-am-pleased-to-present-the-august-activity-7096622772239388672-dCRh?utm_source=share&utm_medium=member_desktop

If you are job hunting, you can submit your most recent/updated resume–there are recruiters and employers that observe Amir’s database to find candidates. .

Last but not least, there is a network of mentors willing to help with specialized fields, giving industry advice, resume writing assistance and more–all of the details are on Amir’s page and posts. 

Arin Goldsmith (https://www.linkedin.com/in/arin-goldsmith/)

Previous Event: (https://www.linkedin.com/events/7090354190849323009/comments)/

A unique component in the gaming industry is how professionals are encouraged to have their own brands–and Arin provides excellent advice. When searching for a job, it helps having a platform so that whenever someone is looking for a game developer, they know they have to reach you because only you can do a certain thing–and that’s what should be on your portfolio, brand, etc. 

Though not a recruiter, Arin also provides excellent advice to folks who have 0 experience in the gaming industry but wish to use their transferable skills in the development of video games. 

List of Creators on Twitter With Great Advice: 

A brief sidenote: hashtags will be your friend when looking for jobs. Every social media platform has an algorithm that detects what content you interact with the most, so if you constantly like posts from recruiters, or posts that have keywords like your dream job title, department, field of study–those posts will be pushed to your feed more often than others. 

Some platforms allow you to follow hashtags and set up alarms–so, follow the hashtags involving your field of study and see a few freelancing opportunities come up!

Okay, now about creators:

Javiera Cordero: An amazing producer, Javiera created a Notion template that has saved my life–and job opportunities. 

The link is: https://javieracordero.notion.site/Job-Application-Manager-fce5406854f0475aa21d5fcd9fa5e668

It has several categories including “preparing”, “applied”, and “interviewing.”

Additionally, there are:

Cover Letter samples.

Dozens of job sites.

Websites for marginalized communities.

Possible Interview Questions

And more! (gracias Javiera <3)

Should I post “that”?

“My journey with X has ended.” “Unfortunately, I have been affected by layoffs.” “I’ve been trying to keep it together for the past few months, but I need help…”

Posts of this nature have increased exponentially. I’ve had to write some–and I encourage everyone to do the same, and I know it is not easy.

It’s not easy to be vulnerable, especially in front of many professionals.

But some of them may be your future coworkers–if you need help, tell your network. Not to mention, that if you have not come across a job for a while this lets recruiters know why there is a gap on your resume. It was not due to a gap year, it was due to a recession and a million other things. 

How do I reach out?

Reach out to folks who are in a role similar to what you are striving towards. As a narrative designer, I often try to connect with other narrative designers–mainly because they have the best dad jokes and D&D campaigns, but I digress. 

Apply to as many studios as you can, then head to LinkedIn. Look up the studio, and see if there are any of the following:

Alumni from your alma mater. 

Folks in your specialized field.* 

Mutual Connections. 

First, reach out to mutual connections. See if they are willing to introduce you to someone in the studio you just applied. Or, try and meet up with someone who you went to school with–share stories and inside jokes from the institution, and if the subject of employment comes up, use that as a segue to explain your situation. 

Do not cold call people with messages like, “Do you have a job for me?” It’s not a good look–and, again, people are human. They will know when they are being contacted because of their job title–so avoid that. 

*Yes, there is a lot of support in the gaming community. But it does not always happen–sometimes, if someone has little to no social media presence, no profile picture it may be for a reason. Understand that there are times where game developers are, unfortunately, treated poorly by gamers and decide to limit what messages they can accept. It’s all about getting a hint, basically–but digitally.

Anyways, be nice! Don’t weird any game developers out and get that job. 

[hardtchill]

What do you think about arsenal statement about the lack of diversity?

It's good that they acknowledged it but it was a weak statement overall. I get their ambition of changing it at youth level which is very much needed but Arsenal gets the majority of their players (right now) through other teams, not through their academy.

If you want to increase diversity they also need to take a seriously look at the recruitment. We just had an amazing world cup with a massive amount of players of color breaking through and getting their name out yet none were picked up by Arsenal. Not because we weren't interested in signing new players, but because we chose certain players. And sure you can miss out and a trade can fail, but that doesn't explain why we sign so few players of color.

[sl33py-g4m3r]

~~ Stats update ~~

long and rambling SMT IV update~~

Same stats as before for flynn at least~~ New demons cause fusion~~

Flynn - lvl 7 - normal attack x1 enemy, bufu, zan, critical wave (idk why i got this tbh when I don't use it), life drain

angel - lvl 3 - normal attack x1 enemy, bufu, zan, dia, patra, needle shot (why idk) - bind resist

gryphon - lvl 5 - normal attack x1 enemy, bouncing claw, lunge - poison weak

pele - lvl 6 - normal attack x1 enemy, agi, dream needle, dia, posumudi, grahm slice (again why? idk)

dwarf - lvl 4 - normal attack x1 enemy, zio, grahm slice, tarukaja

myrmecolion - lvl 4 - normal attack x1 enemy, patra, life drain

napaea - lvl 2 - normal attack x1 enemy, dia

lham dearg - lvl 1 - normal attack x1 enemy, gram slice

not as robust as last update; but I'm surprised I got Lahm Dearg (spelling?) back to fuse into dwarf after fusing it with something else.

if anyone cares (probably not being as efficient as I could be tbh):

centaur + fuxi = angel

napaea + lham dearg = pele

lham dearg + mokoi = dwarf

now I've got to re recruit everyone I let go and either fuse some more or carry on with the challenge quests~~

and I want to do recruitment just to fuse more~~ but also that's a pain sometimes~~

idk if the ones I fused were a good idea or not; but hey, we've got tarukaja and agi now, along with fire resist, fire null, one that can evolve, force null, and quite a few healers~~

I guess that's why you don't stick with your demons for a long time, when you fuse them into other demons, the ones I used for angel were levels 5-6, and angel is level 3.... rip

even though the fused demons are probably superior than the ones I'd been fighting with; I can't help but feel I've weakened my team a tad.... or is it merely because I have fewer demons now?

makes me wonder should I fuse a chagrin or just try recruiting one?

you actually get exp for fusion?

I'm compelled to level grind for a bit just to get more skill slots on flynn simply because I regretted not doing that and getting demon stock slots instead...

Wonder what my first fusion accident is going to be? Should I force one or let it happen naturally?

I wanna fuse pixie but that gets rid of angel T_T;;

gather the demons again and fuse them again.

demon fusion might get addicting.......

idk how this play through is going tbh.....

I thought I had a demon with poison null but maybe it was just something I saw in the compendium and didn't fuse? rip

I assumed I'd need someone with fire null at some point cause idk if ortherus uses fire moves or not. and I doubt there's any way in naraku that I can get anything that nulls phys at this point in the game. cause that would be too easy.

update and fun with fusion after uncertainty an hour or so ago cause I was worried about not being efficient with it.

and hey, if I get centaur back and level him up again, or any of the other demons, can I whisper the same skill to flynn again?

stalling to level up weaker demons and recruitment hell once again~~

still a fun game~~

hope someone enjoys me figuring this game out~~ and having fun with it~~

worried now that my skill inheritance and the like is garbage and I'm bad at strategizing and planning things~~ I hope dearly that its anxiety lying to me~~

updated with newish additions (I've somehow recruited lham dearg 3 times ~~ holy~~

surprised I didn't die cause I thought the last response to him was to deny him a shoulder rub but instead it was to massage my own shoulders..... now I feel stupid I clicked it twice and got attacked twice for no reason whatsoever~~ I thought it was "massage your own shoulders" said to him as a denial~~ rip

recruiting demons in SMT iv instead of sleeping~~ it's almost 06:00...

[iturbide]

I'm curious, what would your ideal FE be?

And do you have any particular FE concepts in mind?

So, fun fact: I actually talked about this a while back.

...and by 'a while back,' I mean 'five years ago,' because time is soup.

So because that's a heck of a lot longer than I remember and a lot changes in that amount of time, let's come at this fresh and see what changes and what doesn't.

So I still really want to keep the lead character concept: dual sword/mage older sister and priest younger brother (with natural promotion to dual healer/mage) is a nice shift on the usual Fire Emblem formula, where we rarely see female Lords in the lead who are set to inherit the throne or male healers (and I can't recall the last time one was a prince, barring Brady with Chrom as his father and I guess Forrest though he's not in the immediate line of succession since he's Siegbert's cousin meaning Xander and Siegbert would need to be removed from the equation before he'd be in line for the throne but since Leo's a prince I think that technically akes him one too and now I'm just going down a rabbit hole of technicalities).

Intro/tutorial would be fairly run-of-the-mill, border skirmish type thing against a small incursion from a neighboring nation and going out to take care of it. But something I think would be fascinating is an expansion on the usual mid-battle recruitment and the option to spare foes that we saw at times in Three Houses: I want every main chapter enemy to have a name and unique portrait. I want there to be a frankly ridiculous number of characters who could theoretically be recruited depending on who approaches them, and I want every enemy to have an option to spare them even if they're not recruited.

Think of it: you go into battle and you see that every enemy is an individual. Every enemy is someone you can engage with. And you can approach any one of them with any of your units and talk to them. As you play, you start to get to know the different personalities of your units: someone may have a kind and gentle approach that's more likely to convince someone who's not exactly keen on fighting -- but that same approach might get steamrolled over by another person that's more set in their ways. Conversely, one of your units might be blunt and straightforward, and could butt heads in a constructive way with someone like that, but whose approach would scare off a more timid foe. Maybe approaching another unit with a character just recruited in the same battle can be helpful -- one of them bringing a friend or close ally over, because they don't want to hurt each other -- or maybe it can backfire spectacularly, with the enemy unit accusing your new ally of stabbing his comrades in the back, which shuts down all attempts at conversation.

It could be an interesting risk/reward system that encourages getting familiar with your various units beyond just their mechanical strengths and weaknesses: knowing their personalities and being able to employ them to take enemies off the field and bloodlessly thin the ranks could be a lot of fun -- plus, it's something that's not required. You don't have to try and bring them to your side -- you can breeze past those little dialogue snippets and just take them out if you want. And at the end of combat, if they weren't recruited, you have an option to spare them or kill them. If you spare them, you might see them again in another battle, and maybe they'll remember you: maybe you'll have another chance to recruit them, and more success the second time around because your actions challenged their preconceived notions about you. If you kill them, though, you might run into someone else later on -- a sibling, a relative, a friend -- who can't be reached at all because their quest is one of vengeance against the one that murdered someone they loved.

And then: what if that built into Supports. What if recruiting units off the battlefield had long-running effects based on how that unit was used? If someone was initially hesitant to join you, and then you bench them permanently, maybe they desert your force after a while because they felt isolated and lacked any kind of community since no work had been done building a new support network for them. Maybe someone else was a little too eager to join based on their impression of your army, and if you build out their Supports it becomes clear that their character has goals that are entirely at odds with the main characters' -- but because those Supports also gave them an understanding of the disconnect, they end up betraying you at some point to get what they want. Recruitment becomes a mechanic that needs to be considered, rather than just a 'collect them all' thing, because indiscriminate recruiting can backfire on you down the road.

With that many characters, of course, it would be completely insane to have all of them as combat units -- so what if some recruits unlock camp options. Maybe they're hesitant to fight against their own people directly, but they want to help and learn more about your force, so they offer non-combat skills: cooking, hunting, fishing, foraging, various sorts of combat/weaponry training, medical aid, merchant services. Similar to Three Houses monastery activities, you can pick a couple of combat units and send them to do different tasks that help keep your forces in fighting shape, building support bonds and learning things about the non-combat units in the process.

One thing I definitely want to see though is a reversal on the stereotypical Divine Dragon and Evil Dragon dichotomy. I want the main characters to talk about their Divine with absolute reverence, I want them to refer to their Divine as their protector and guardian, I want them to make their Divine out to be so kind and compassionate -- and then at some point deep in the game, I want it revealed that their Divine is the one that's seen as that world's Ultimate Evil. I want their Divine to look incredibly daunting, too, big and dark and toothy and terrifying -- but the main characters have nothing but respect for it, and it's eventually proven (maybe through calling it for aid against the threat of the neighboring nation's Divine) that their faith is not misplaced nor mistaken, and their Divine is everything they claim it is.

I still really like the split narrative concept, too, with the two siblings having different stories and different objectives: the kidnapped brother would likely have missions emphasizing escape or endurance (which takes advantage of his status as a healer), while the questing sister would have more objectives to rout an enemy or defeat a particular foe. Odds are that the narrative would begin with a single straightforward story, then split at the kidnapping, and only join together again at the very end before the closing chapters (so you could bring your favorites from both sides of the story to the final confrontation, but wouldn't get all the out of battle/camp stuff).

And above all: I wouldn't want it to be a story that ends with unification under a single banner. A lot of Fire Emblem games have this as their 'ideal' final state, and that's just never worked for me. I would want every nation to remain independent -- maybe with more connections, an openness to diplomatic discussion and free trade, possibly some leadership changes -- rather than having one country dissolved into another.

[lipglossandsacrifice]

🫵🏳️‍🌈‼️

Perhaps, perhaps... >:3c

[aditi2987]

"Fall Recruitment Trends: What HR Should Know After the Summer"

As the summer months wind down, HR professionals gear up for the fall hiring season—a period marked by a surge in recruitment activity as businesses seek to fill roles before the year’s end. Understanding the latest recruitment trends is crucial for HR teams looking to attract top talent during this competitive time. In this article, we’ll explore the key recruitment trends that HR professionals need to be aware of as they prepare for fall hiring.

1. Increased Focus on Employee Well-being

Well-being as a Recruitment Tool

Employee well-being continues to be a top priority for candidates. Companies that emphasize mental health support, work-life balance, and wellness programs are more likely to attract talent. HR teams should ensure that these aspects are prominently featured in job postings and recruitment materials.

Flexible Work Options

The demand for flexible work arrangements, including remote and hybrid models, remains strong. HR should be prepared to offer these options or risk losing candidates to companies that do.

2. The Rise of Data-Driven Recruitment

Leveraging Analytics for Better Hiring

Data-driven recruitment is becoming increasingly important. HR teams are using analytics to improve hiring decisions, from identifying the best sources of candidates to predicting job performance. Tools that track and analyze recruitment data can help streamline the hiring process and improve outcomes.

Personalized Candidate Experiences

With the help of data, HR can create more personalized experiences for candidates. Tailoring communication and engagement strategies based on candidate data can enhance the recruitment experience and improve conversion rates.

3. Diversity and Inclusion Remain Paramount

Expanding D&I Efforts

Diversity and inclusion (D&I) continue to be critical elements of recruitment strategies. Companies are expanding their D&I initiatives to include more diverse hiring panels, unbiased job descriptions, and targeted outreach to underrepresented groups.

Measuring D&I Impact

HR teams are increasingly focusing on measuring the impact of their D&I efforts. This includes tracking metrics like the diversity of applicants, hires, and employee retention rates to ensure that initiatives are making a meaningful difference.

4. Employer Branding Gains Importance

Building a Strong Employer Brand

In a competitive job market, a strong employer brand can be a deciding factor for candidates. HR should focus on showcasing company culture, values, and employee success stories across all recruitment channels.

Transparency and Authenticity

Candidates are looking for authenticity in employer branding. HR should ensure that the brand messaging aligns with the actual employee experience, promoting transparency about what it’s really like to work at the company.

5. Skill-Based Hiring Takes Center Stage

Prioritizing Skills Over Degrees

Skill-based hiring, where skills and experience are prioritized over formal education, is becoming more prevalent. HR teams are focusing on identifying the specific skills needed for roles and creating assessment processes that accurately measure these abilities.

Reskilling and Upskilling Initiatives

With the rapid pace of technological change, reskilling and upskilling have become essential. Companies are investing in training programs to help employees acquire new skills, which also opens up internal mobility and career advancement opportunities.

6. Candidate Experience is Key

Streamlining the Application Process

A positive candidate experience can set your company apart. HR should focus on making the application process as smooth and efficient as possible. This includes mobile-friendly applications, clear communication, and timely feedback.

Virtual Recruitment Tools

The use of virtual recruitment tools, including video interviews and AI-driven assessments, continues to grow. These tools not only streamline the hiring process but also make it more accessible to a wider range of candidates.

7. Employer-Employee Relationship Shifts

Focus on Trust and Autonomy

The employer-employee relationship is evolving, with a greater emphasis on trust and autonomy. HR should promote a culture that empowers employees, giving them more control over how and where they work.

Employee Advocacy Programs

Employee advocacy programs, where employees are encouraged to share their positive experiences on social media and review sites, are becoming more common. These programs can enhance employer branding and attract passive candidates.

8. Sustainable Recruitment Practices

Eco-Friendly Employer Initiatives

Sustainability is becoming a significant consideration for both employers and candidates. HR should highlight any eco-friendly practices or initiatives the company is involved in, as candidates are increasingly valuing sustainability in their job choices.

Green Recruitment Processes

Consider implementing green recruitment practices, such as paperless processes and virtual interviews, to reduce the environmental impact of hiring. These efforts can resonate well with environmentally conscious candidates.

9. Talent Pools and Pipeline Development

Building Talent Pipelines

HR teams are focusing more on building and nurturing talent pipelines, ensuring a steady stream of potential candidates for future openings. This proactive approach can reduce time-to-hire and ensure that high-quality candidates are readily available when needed.

Engaging Passive Candidates

Engaging with passive candidates—those not actively seeking new jobs—remains a crucial strategy. Regularly updating them on company news, sharing relevant content, and personalized outreach can keep your company top-of-mind when they decide to make a move.

10. The Growing Importance of Soft Skills

Soft Skills in High Demand

While technical skills are essential, soft skills such as communication, adaptability, and emotional intelligence are increasingly valued. HR should ensure that these skills are assessed during the hiring process and emphasized in job postings.

Training for Soft Skills Development

Offering training programs that focus on developing soft skills can be an attractive benefit for candidates. This shows that the company is invested in the holistic development of its employees.

Conclusion

As the fall recruitment season approaches, HR professionals need to stay ahead of the curve by understanding and adapting to the latest trends. From prioritizing employee well-being to leveraging data-driven recruitment, these strategies can help attract and retain top talent in a competitive market. By staying informed and agile, HR teams can ensure that their recruitment efforts are aligned with both current trends and long-term business goals.

[townpostin]

Tata Steel Announces Winners of QUEERious 3.0 for LGBTQIA+ Students

Competition sees 44% increase in registrations, offering internships and job opportunities Tata Steel’s third edition of QUEERious, a unique competition for LGBTQIA+ students, concludes with over 2,300 registrations and exciting opportunities. JAMSHEDPUR – Tata Steel has successfully concluded the third edition of QUEERious, a one-of-a-kind competition for LGBTQIA+ students, offering internships…

[workonward]

Diversity Hiring: A Quintessential Guide for Recruiters

Diversity hiring is all about breaking free from monotonous recruitment practices and inviting a blend of perspectives, ideas, and talents into the workforce. Think of it as throwing open the windows of an organization to let in a gust of fresh air, breathing life into creativity and innovation.

But we get it; incorporating diversity, equity, and inclusion (DEI) in your hiring practices can seem daunting. Here's a complete guide on DEI and how to mitigate common challenges with ease. Read on!

What is Diversity Hiring?

Diversity hiring is a process where recruiters actively seek out applicants from a variety of backgrounds and ethnicities. It's about ensuring your talent acquisition process is more inclusive toward a diverse set of candidates. Diversity can relate to factors like age, religion, disabilities, personalities, skill sets, experiences, and even knowledge.

Read more about Diversity Hiring

[mccareer]

Top Science, Technology Official Highlights Importance of DOD Outreach to Minority Academic STEM Programs

https://www.defense.gov/News/News-Stories/Article/Article/3850522/top-science-technology-official-highlights-importance-of-dod-outreach-to-minori/

[one4theoverlypassionate]

culture wars twitter pisses on the poor more than tumblr users do

[vantedgesearch23]

The Role of Executive Search in Succession Planning for Life Sciences Companies 

Succession planning is a critical aspect for life sciences companies aiming to maintain stability and drive innovation. As executives retire or transition to other roles, it becomes essential to have a robust plan to fill these key positions with capable leaders. Executive search plays a pivotal role in ensuring that life sciences companies can effectively manage succession planning and secure the talent necessary for continued success. 

1. Identifying Future Leaders 

One of the primary roles of executive search in succession planning is identifying potential leaders within or outside the organization. Executive search firms have the expertise and resources to conduct thorough assessments of candidates, evaluating their skills, experience, and potential for growth. This ensures that companies are not only filling immediate vacancies but also investing in leaders who can drive long-term success. 

2. Ensuring a Smooth Transition 

Executive transitions can be disruptive if not managed properly. Executive search firms help mitigate this risk by ensuring a seamless transition. They work closely with the outgoing and incoming executives to facilitate knowledge transfer and acclimatization to the new role. This process helps maintain continuity and minimizes disruptions to the company’s operations and strategic initiatives. 

3. Access to a Broader Talent Pool 

Executive search firms provide access to a vast network of professionals, including passive candidates who may not be actively seeking new opportunities but possess the ideal qualifications. This broadens the pool of potential successors and increases the likelihood of finding the best match for the organization’s needs. By tapping into this extensive network, life sciences companies can discover exceptional talent that might otherwise be overlooked. 

4. Objectivity and Expertise 

Engaging an executive search firm brings objectivity and specialized expertise to the succession planning process. Internal biases and politics can sometimes cloud judgment, leading to suboptimal hiring decisions. Executive search firms offer an unbiased perspective and leverage their industry knowledge to identify the most suitable candidates. This objectivity is crucial in ensuring that the chosen successors are selected based on merit and alignment with the company’s strategic goals. 

5. Enhancing Employer Branding 

A successful executive search process can enhance a company’s employer branding. Demonstrating a commitment to thoughtful and strategic succession planning signals to potential candidates and stakeholders that the company values leadership development and stability. This can make the organization more attractive to top talent, further strengthening its leadership pipeline. 

6. Vantedge Search’s Role 

Vantedge Search, a leading executive search firm, specializes in identifying and recruiting top-tier talent for life sciences companies. With a deep understanding of the industry’s unique challenges and opportunities, Vantedge Search helps organizations build strong leadership teams that can navigate complex regulatory environments, drive innovation, and achieve sustainable growth. Their tailored approach and extensive network make them a valuable partner in succession planning and executive recruitment. 

[hrtechnology25]

1. Diversity and Inclusion in Recruitment

Recruiting new employees can be a real hassle for businesses, no matter how big or small they are. But with better technology, things can get easier. Businesses can now make the whole process smoother and more welcoming for new hires.