Employers

STATS EMPLOYMENT SUPPLY AND DEMAND. HOW MANY PEOPLE LEAVE THE JOB

What kind of talents do employers need?

It shows that companies face intense competition for a talented and reliable workforce. To stay on the edge of competition, they need.. 

• Multidimensional talents with elucidated core

Everybody says that companies need talents. But let’s talk about the kind of talents that they really need.

These talents need to be multidimensional to generate innovative solutions that would set the company ahead of others in the market. These talents need to be psychologically focused and professionally ready. They must be passionately devoted to the scope of problems they choose to be good at.  The elucidated core of a multidimensional profile is what makes them unique.

• Challenge-focused design thinkers

The companies need design thinkers and problem solver that don’t ask “what should do?” but ask “which challenge I can start working on”

Many people apply and many of them look promising. Many of them have a strong resume.   It takes a long time to go through all these resume and select those who are invited for interviews. It again takes a lot of time to conduct interviews with top candidates.  Finally, companies select the one and give her a job description. And then… we have one of two scenarious, or both of them

• Those who fit. Who belong

How to get them?

Instead of following traditional practices of screening a massive amount of useless catch-all résumé and conducting endless interviews, today’s leaders can combine proactive stand with selectivity in engaging most valuable college graduates and career changers through consulting case initiatives.

The so-what:

Companies that want to build a pipeline of prescreened talented job applicants need to apply the BE-EDGE method of “Boutique Employability.” Through the consulting case initiatives, companies will attract most advanced applicants, let them learn company’s vision and realities, and demonstrate their add value.

This method allows a company to engage the applicants with the company before offering employment, develop social connection with applicants, and prescreen the applicants on personal, social, and professional fit to the company.

mechanism for enhancing one’s Boutique Employability that lead an applicant through four E-D-G-E steps:

E– Elucidate your professional focus and aspirations for a potential employer

D– Develop trust within a targeted company through storytelling and case writing

G– Generate value by solving a company challenge

E– Excite industry insiders with your connection with its reality.