Change is a way of life. Reinvention is necessary to stay relevant, current and valuable. No advertised brand uses the same ad campaign year after year. No product stays the same without upgrades, new ingredients, new features even if they are not mentioned in marketing. No business stays the same. Many of you may have seen content changes to reflect our rebranding within our social media, the Susan Goldberg Executive Search facebook page https://www.facebook.com/Susan-Goldberg-Executive-Search-Consulting-/ or Susan Goldberg’s linkedin account page https://www.linkedin.com/in/susangoldbergconsult . Those changes have now hit our website www.susangoldbergsearch.com . Who is Susan Goldberg Executive Search or SGES? What do we do? What is our specialty? Who do we work with? Why are we different? The rebranding is all under one roof in our website. Simply and cleanly. Our core values are the same, but our focus has narrowed and we’ve added an additional service due to what we were experiencing within our client industries, retention strategy/ keeping your people. We hope you like the site. Let us know.
Posts Tagged ‘SGES’
You’re interviewing for a job. It’s not your first interview experience, but it’s your first interview experience working through an outside company, an executive search firm, to land the position. You know the differences in search firms as you previously read: https://www.bluesteps.com/blog/retained-executive-search-vs-contingent but you are unsure of what will be expected from you during this process. You want the job (or you think you do) and you want to “ace” the process and receive the offer. Here’s what you should know to get to the offer stage and at the same time develop a great relationship with the search professional for future possibilities should this opportunity fall through: www.bluesteps.com/blog/executive-search-process/
Susan Goldberg of SGES/Susan Goldberg Executive Search, wrote a blog entry on bluesteps.com for younger professional executives, but it is just as relevant for more seasoned talent who have never worked with or hired an outside hiring expert before, that explains the process along with some key points. If you’ve been reluctant to ask questions because you assume you are supposed to know these things, this article is sure to be useful. www.bluesteps.com/blog/executive-search-process/ Still have questions, feel free to email Susan at email@example.com or visit aesc.org. Happy job searching!
Whether you have been actively recruited before, or have always found your jobs through friends, colleagues, family members, networking or ads, you are probably like most people – curious about what else is out there. What other opportunities lie beyond my desk? If you have the slightest inclination to hear about an alternative situation to the one that pays you now, you may be missing key information should someone approach you, unless you understand key points about recruiters and the recruiting process.
Susan Goldberg of SGES/Susan Goldberg Executive Search, wrote a blog entry on bluesteps.com for younger professional executives, but it is just as relevant for more seasoned talent who have never worked with or hired an outside hiring expert before, that explains some of those key points. If you’ve been reluctant to ask questions because you assume you are supposed to know these things, this article is sure to be useful. https://www.bluesteps.com/blog/retained-executive-search-vs-contingent Still have questions, feel free to email Susan at firstname.lastname@example.org or visit aesc.org. Happy job searching!
Susan Goldberg of Susan Goldberg Executive Search’s first podcast interview by one of the foremost experts on social media, information gathering and trends, Sree Sreenivasan, Chief Digital Officer at the Metropolitan Museum of Art and former Chief Digital Officer at Columbia University and Dean of Student Affairs at Columbia’s Graduate School of Journalism. Catch our discussion about hiring, job hunting, and holding onto and getting the best from your young professional talent. Had a blast with Sree which you can probably tell by listening in and was honored that he chose SGES to represent the latest in hiring and job seeking. Let us know if you have any questions after hearing the lively exchange. For more tips on conducting a job search and career management visit Susan Goldberg Executive Search’s facebook page and also www.susangoldbergsearch.com Meanwhile, give a listen: http://bit.ly/sreeshow Episode 39 @playit all about job hunting and career management from Susan Goldberg of SGES.
After speaking with experienced professionals and learning there are a lot of thoughts floating in and out of conversation about non-compete agreements that just aren’t true, Susan was given a chance to write a blog for the retained search association’s professional organization, the AESC (www.aesc.org) and a database it sponsors, BlueSteps. She thought it was the perfect topic to cover to clear up some of the misinformation. And with the help of a fantastically knowledgeable labor and employment attorney, James Prusinowski of Trimboli & Prusinowski, she was able to collect and verify the information for the written piece. Want to know if what you were saying or thinking, and what you had previously heard, is or isn’t true? For instance, is a non-compete really only a concern when you are considering a new position with a new employer? Please read on: https://www.bluesteps.com/blog/non-compete-agreement
What added value do you bring to your clients?
Susan offers examples of services that she has provided to clients above and beyond the recruitment and placement of a candidate. Why? As a consulting partner Susan wants to be able to add value, which is what clients expect from a retained search firm, and what makes it different from a contingency firm or an internal staffing department. It also explains why the firm limits its search projects to a maximum of four consulting assignments at any one time.
Most recently, for example,
For a media client she:
- Kept them from making a hiring mistake on a potential candidate who the client was looking at for an alternative position, (not the original position the candidate had interviewed for), who Susan knew wasn’t “up to” the position and confirmed that suspicion through reference checking.
- Garnered outside legal advice for a client as a specialist legal opinion
- Made introductions to industry leaders who were not candidates but could possibly bring business to the client and industry insight as to the next trends and ideas arising in the marketplace.
- Found qualified and desirable candidates in a week’s time
For a private equity client she:
- Made introductions to people who had potential new investment deals, some could be deemed possible candidates in the near or long term
- Make introductions for well connected professionals, who were not potential candidates, who could steer the client toward possible investment deals
What would you like your search firm to provide that they currently don’t? We’d love to hear from you. Please let us know how we can make a difference to your business.