3 Questions to Ask When Replacing a Star Performer - Your Career Intel

3 Questions to Ask When Replacing a Star Performer - Your Career IntelIts inevitable at some point, a star performer on your kollektiv will move on from their current role and you will be faced with the challenge of replacing them. In some cases, this employee may depart the company for a new opportunity elsewhere. In others, their stellar wertzuwachs earns them an internal promotion, shifting their role in the company. Either way, their departure can leave a leadership vacuum that impacts everything from deliverable deadlines to employee morale.Filling the gap left by a high performers departure is never easy. The tangible and intangible qualities that made one employee a star wont necessarily apply to the next hire, especially in the case of a promotion. Rather than trying to replace the performer with an identical new hire, we advise companies to take time to think critically about the position and how to better tailor the role to the companys current and future needs.Recently, my co-worker Cliff Nelson and I worked with a client in the restaurant industry who needed to replace a star performer due to an internal promotion. Initially, the client desired someone from their market segment. After assessing the clients needs, however, it became apparent that the client would benefit from having someone different. The client needed a thought leader who would challenge the status quo by leveraging a new perspective and different background to drive further success.These three questions helped us identify the ideal replacement candidate, and may be beneficial for your talent search, tooWhats our current market position? Start with a candid evaluation of industry challenges and opportunities. Is your company prepared to capitalize on new growth opportunities? Does an emerging competitor rumliche lage a market share threat? Has anyone in the industry learned from some of the changes were looking to implement? When we asked the client these questions, they identified potential vulnerabilities in their operations. While the current operational performance was solid, they felt higher performance levels were needed to protect their market advantage.What skills or experience does the company need?Next, consider the skills and expertise that are vital to addressing market opportunities and threats but are currently missing from your talent roster. Our client recognized that while the current team exceled, they needed someone with a strong, process-driven approach. Ideally this candidate would come from within the industry but outside the industry segment who could raise performance standards to the next level. This need shaped our candidate search.How will the new hire lead? In addition to bringing the right experience and perspective, any new hire must also be able to fill the leadership void left by your star performer. As you evaluate potential candidates, consider how their leadership style will mesh with the current team. Will they embrace the c ulture and add to it or disrupt a proven organizational advantage and try to reinvent the wheel? After several conversations with our client, we understood that the team would respond best to a leader with a proven record of successful change implementation. We refined our search to recruit an industry thought leader with a history of inspiring confidence and unifying the team during transitional periods.When a star performer leaves, its tempting to press full steam ahead with a replacement search. Instead, take time first to think critically about your needs in relation to your market position and future expectations.To learn more about how we can help recruit your next star performer, please leave a comment below and we will have someone reach out to you.

Chase After Your Goals, Seriously.

Chase After Your Goals, Seriously. Chase After Your Goals, Seriously.This is a guest post by Cristina Grimaldi for Student Stories.Theres a huge difference between saying you want to be successful, and actually taking the steps to make it happen.I learned that lesson when I completed my first internship during my sophomore year of college. It was then that it finally registered with me just how critical experience is, especially before you enter the scary place everyone calls the real world.When I did that first internship, I started to realize several things. I bedrngnisiced how many other people are also making steps towards their goals, the importance of experience on a rsum, and that most things will never just be handed to you. You can be the type of person that waits for an employer to contact you, which is unlikely, or you can be the person to go knocking on every door with no shame. If you see an internship opening, apply. If you get denied a position, apply to 15 more.Toward s the end of my sophomore year I applied for an internship that I thought I really wanted, but I ended up not getting it due to lack of experience. As soon as I got off the phone with the human resources manager who had told me they were giving the position to someone else, I got online and applied to every single internship that interested me.I was offered one that so far has given me the best knowledge about Public Relations, which also goes to show that if one door closes, a better one will open. But never give up when you are denied a position because ultimately, you will need the experience. The more quality work you have on your rsum, the more likely you will get hired right out of college.I am also really active on professional social media sites. I connect with and contact people who are in my field, and ask them for advice or even offer to be a helping hand on any projects or events. I find it crucial to utilize social media because it is a great way to network with people who you might need help from later down the road. You will be surprised as to how far making connections can get you.The last thing I want to mention is that there is always a way to be involved in work. Im going on a trip for six weeks at the end of the summer, but I still wanted to get a summer internship somehow. I contacted a woman that I met through a close friend, and she is the vice president of a firm in Philadelphia. I asked her if I could intern with her for two months instead of a whole summer, but with longer work days, and she said yes. So no matter what the situation is, there is always a way to get what you want as long as you are willing to put yourself out there.So at the risk of sounding completely clich, Im going to leave you with this go after your goals and dont ever let someone saying no stop you from moving forward.About the AuthorMy name is Cristina Grimaldi and Im a junior at Temple University. I was born in Naples, Italy and although I moved to America at a young age, Italy will always be in my heart. My family also has my heart. I have a strong desire to succeed and no matter what bumps may come my way, I will always push forward.

The Chronicles of Best Online Resume Writing Service 7th Arrondissement

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