Top tips for hiring a great team

Hiring a team is easy, but hiring a great team is a little harder. This is because many hiring managers choose a group of similar people who clash with each other, or they fail to hire people with a wide range of completely different skills. This can affect the workflow and the mood in the office, and over time it can lead to employees quitting their jobs or creating challenges for other team members.

If you want to make sure that you hire a great team who work well together and get the job done, don’t worry. Here are some top tips to help you hire the perfect team.

Plan Your Recruitment Strategy

This is essential. You need to devise an in-depth plan with a comprehensive job description drawn up in collaboration with all stakeholders. It is important that everyone involved is bought into this process. Getting this input is essential so that you can identify the skills, experience and crucially the personal traits required to succeed in your organisation. You also need to identify the correct channels to identify where to source the ideal candidate from. Posting the role on your website and job boards is unlikely to deliver the desired result. Utilising social media channels (particularly LinkedIn) is now essential. For specialist roles and highly confidential positions consider using a specialist headhunter with in-depth market knowledge.

Devise a robust onboarding process

Once you have identified and secured the ideal candidate for your team it is critical that you start off on the right foot. The first 90 days particularly are critical to ensure that new employees feel that they have made the right decision.  You need to make sure that they are onboarded in a structured manner and crucially that they understand their role in the team and how the team can support them. Draw up a a structured plan that can be used when all new staff join which quickly gets them up to speed and makes them feel valued and integral to your success.

Focus On Creating A Positive Culture

Your team will need managers and leaders, and it is important that those tasked with leadership understand how to create a positive working culture since they will be responsible for implementing it.

Choose People Who Get Along

If you are hiring people who have to work in a team with each other, they obviously need to have great communication skills but they also need patience, diplomacy and sometimes a thick skin! Ideally avoid hiring people who are very insular and prefer to work alone as they may disrupt the balance in the team. Over time this can lead to resentment and increased attrition rates.

Look For Soft Skills

Many hiring managers focus on core competencies for their teams, such as IT skills, coding skills and other role-specific skills. Important as these may be, it is essential that you hire people who have strong soft skills, such as communication and goal setting skills. These people will help the team to gel together, and if issues do arise, they will invariably be instrumental in resolving them.

Compare

Clearly, you will need to hire new people for entry-level roles, but if you are hiring someone to fill a senior position in the team it is often best to make a comparison between external and internal candidates. This is because you can identify those who already fit in with the company values, and you know that they are passionate about the team. Benchmarking external candidates with those superstar employees will either validate you decision to hire externally or make you realise that you have the ideal candidate under your nose.

Athena Executive Search specialise in recruiting senior leadership positions in the Print and Packaging sectors across Europe. For access to more articles on industry topics, recruitment and retention strategies, and our upcoming webinar series with industry thought leaders please subscribe here: https://athena50147.activehosted.com/f/1 

 

Are you listening to your team? You really should be

One of the biggest misconceptions we have about communication is that listening is a passive activity. How many times have we heard someone say, or said ourselves, “I’ll come along to the meeting, but I’ll just listen”? We understand listening is an essential quality of leadership, but most of us don’t know how to listen effectively.

In a marketplace where there is a global war for talent, it’s crucial for organisations to have strong leadership. One of the biggest motivations for team members to resign is because they do not feel heard, appreciated or understood. Here are some of the biggest management blind spots when listening to staff and how to easily fix these issues.

Did you know?

When someone is talking with you face to face about their attitudes or emotions, research shows the most dominant form of communication is non-verbal. Words account for 7%, tone of voice 38% and body language a whopping 55%. While we may consider discussing attitudes or emotions to fall outside of mainstream professional communication, the reality is most one-on-one chats instigated by staff indicate attitude or emotion at the core of what they are saying. Feelings of being overwhelmed are extremely common.

It’s the same, but different

On the surface, nothing much has changed about professional hierarchy structure. Much, however, has changed beneath the surface. Dissatisfied, frustrated employees cite not being heard as a major motivator to look for a new job. Companies need leaders to recognise the importance of caring for their team in order that the business may flourish and succeed. The powerful act of listening transforms workplace culture, creating a harmonious environment, greater respect between team members, increased productivity and employees going above and beyond to deliver results. Focus is undiluted, office atmosphere is calmer, and there are fewer misunderstandings and errors. All because people feel heard.

Listening demands focus

Today’s lifestyle both in and out of the office is distracted, fragmented and dominated by technology. When you give an employee your full attention and time, they feel empowered. Give them the time and space they need to say what they need to say. Be careful not to interrupt or “help” them as they express themselves. Avoid the temptation to fix. Instead, give the person the opportunity and experience of being heard first and foremost. Just this simple act of listening to what someone has to say is effective and empowering. If you cannot contain yourself, don’t interrupt with a statement. Ask if you can offer suggestions.

Another positive way of reinforcing that you have heard what someone has said is asking questions to clarify what they are saying. Again, don’t interrupt, but wait for a pause. When the employee has finished speaking, let them know what you understand from what they have said, then ask if you have understood correctly.

Encourage your team to listen to each other

Listening means waiting before adding any thoughts to what is being said. Take this learning to your team and encourage them to listen to each other. As always lead by example. Creating authentic working relationships built on trust encourages loyalty – we could all do with more of that. Make listening a priority and your team will thank you.

Athena Executive Search specialise in recruiting senior leadership positions in the Print and Packaging sectors across Europe. We promise to listen to the issues you face in your business – hopefully we can help. For access to more articles on industry topics, recruitment and retention strategies, and our upcoming webinar series with industry thought leaders please subscribe here: https://athena50147.activehosted.com/f/1

 

Ace that interview and get the job

You are impeccably dressed, well researched and rehearsed, on time and waiting in reception before you are called in to interview. You know what to do. This isn’t your first time. But still, you’re nervous. You want to make a great first impression. And, right there, your nerves have caught you in their butterfly spin. We’ve got some insider tips showing exactly what goes into making a great first impression to focus your thoughts the next time you are waiting in reception.

The power of a first impression

It’s a scientific fact that human beings make decisions about strangers in the blink of an eye. Literally. We spend the next three seconds completing our opinion, around our perception of personality and competence. Once that decision has been made it is nigh on impossible to change it. The psychological advantage of making a strong first impression is significant; if you later make a mistake, you are most likely given the benefit of the doubt. There’s not a lot we can do to change these facts. We are funny creatures.

What influences first impressions?

This is where you can make a difference. Consider that the bulk of our communication is non-verbal. While it’s important to prepare what we would like to say, our body language is far more influential than the words we choose.

Make sure your gestures and body movements are congruent with what you are saying. For example: don’t describe a challenging situation where you had to fire an employee while smiling. While you might smile out of nerves or a desire to please your interviewer, the strong message you send is confused. Likewise the classic example of avoiding eye contact. It’s considered a negative gesture. You might feel intimidated, which is reasonable at a job interview, however what you are communicating is weakness.

Keep your body language open and relaxed. Communicate that you’re prepared and ready for the interview: you want to engage. Your tone of voice is another powerful influence. One way to settle your tone is to take a few deep breaths, making sure you breathe right into your stomach. A classic mistake is keeping the breath in the chest area which means your shoulders are hunched up and your breath trapped. Breathe deeply and your register will drop from its nervous higher pitch, down to its natural tone. Your tone of voice delivers your message – make sure it’s in your voice. Remember there are two factors at play here: the words you use and the way in which your message is received. Focus on your delivery.

Make a connection

Be kind and courteous to everyone. Think about how difficult it is to interpret someone’s behaviour and message when they are distracted. Any good interviewer will ask the receptionist, security guard and anyone you may meet on the way to interview what their first impression of you was. Make a conscious decision to switch on the moment you leave home.

Give your nervous energy something to do. Enthusiasm generates confidence. Allow yourself to be enthusiastic, confident and happy. Allow? Yes. Nerves have a sneaky way of imprisoning us in slightly robotic behaviour. Be authentic, enthusiastic, humble and kind. Allow yourself to shine.

Athena Executive Search specialise in recruiting in the Print and Packaging sectors across Europe. For more advice on interview technique please get in touch. For access to more articles on industry topics, recruitment and retention strategies, and our upcoming webinar series with industry thought leaders please subscribe here: https://athena50147.activehosted.com/f/1

How to use social media to find a new role

When used correctly, social media is a powerful tool to help you identify that perfect role. An active and engaging social media presence is crucial for a variety of reasons. Your activity across social media platforms says so much about who you are and helps you to present yourself in this increasingly competitive market as the ideal, talented addition to an employer.

An engaging social media feed across a variety of platforms also highlights your ability to build professional contacts as well as showcase your skills. Recruiters respond favourably to active social media feeds; they gather information based upon the quality, frequency and professional relevance of your posts. Developing your social media skills is therefore vital and we have some strategic tips to help you maximise your opportunities.

LinkedIn

LinkedIn really is the go-to networking site for recruiters. But merely creating a LinkedIn profile isn’t enough to convince hiring managers to take a closer look at you. Recruiters seek superior content, such as testimonials and recommendations from your colleagues and clients. Rather than simply listing your experience and qualifications, take the time to include background information to provide context. The more time you spend curating engaging content, the better your chances of attracting the job opportunities you want.

Recruiters seek talented individuals to network with and to interview. Highlight your skills and experience, stand out from the crowd and use LinkedIn to build an impressive database of industry contacts. The more active you are on LinkedIn, the better it will reflect on you and your suitability for a particular role.

Twitter

Twitter is by far the chattiest of all social media platforms – but don’t let that fool you. It’s a powerful tool for attracting a new job. Twitter is also a helpful resource to discover what people are saying about the company you want to work for. When you are looking for a new job, focus your tweets and retweets on industry-relevant subjects. Use keywords and hashtags to group your content with industry-specific content. Engage with respected industry leaders through following and responding to their tweets. Use your experience to offer helpful advice to other Twitter users in your industry. Recruiters will take note of what you say and who you interact with; make the most of the opportunity and highlight your skills and industry knowledge.

Facebook

Facebook’s reputation as an informal social media platform has caught out many a hopeful candidate. Don’t let this be you. Nowadays Facebook is also teeming with many helpful industry-specific groups and content. In addition to interacting with industry peers, be prepared for recruiters to peruse your profile to see how you engage with the world beyond your work environment. Who you are is your personal brand. If you prefer, create a separate profile to use as your professional Facebook page. It is, however, good practice to keep your content clean.

Social media is an effective channel through which to highlight your skills, experience and personality to potential employers, and confirm your suitability for a role. The opportunities available on social media to further your career are endless. Happy posting!

Athena Executive Search specialise in recruiting in the Print and Packaging sectors across Europe. Please connect with us on social media to keep up to date on industry topics, recruitment and retention strategies, and our upcoming webinar series with industry thought leaders. You can also subscribe here: https://athena50147.activehosted.com/f/1

 

The cost of making a poor hiring decision

Poor hiring decisions are a real threat to companies operating in today’s competitive market. Recently one of the UK’s leading job sites publishing its findings following a survey of 200 recruiters. The study focused on how poor hiring decisions affect companies. The fact is, bad hires are costing your business money with each poor decision estimated to cost £15,000 and much more for senior hires. The bad news is the crippling long-term effects of poor hires, but the good news is that everything can be fixed if you know what to look for and how to lead your recruitment process towards better days. Here we share some insights into how you can avoid making bad hiring decisions for your organisation.

Strategy is everything

The advantages and necessity of a crystal clear recruitment strategy are well documented. We’ll say it again anyway: you must develop a clear recruitment strategy to avoid making poor recruitment decisions. Research confirms that if you don’t have a solid recruitment strategy you risk 44.4% higher staff turnover, 22.2% financial losses, 16% decline in productivity, 8.3% lowered staff confidence and 6.9% negative branding for the business. Note that in addition to threats to the business success, there is also the pernicious issue of low staff morale to navigate.

Significant sums of money are invested in securing talent for your company, and a lot of that money is lost. In fact, 66.1% of recruiters say they’ve lost a large sum of money on poor hires; 19.5% confess they’ve lost between £15,000 – £30,000 and 14.4% confirm they’ve lost over £30,000. With competition for recruiting the best talent set to intensify, your company cannot afford to make bad hiring decisions.

Screen with purpose

Careful and focused screening of candidates needs to be introduced at the interview stage. The harsh reality is that people are being hired for roles they cannot do, or in some cases they may be taking advantage of the opportunities available and defrauding the company. Not only are these costly errors internally but they can also cost your company dearly in negative press.

Screen your candidates thoroughly, making absolutely sure there are no lurking convictions or exaggerated CVs and skills rendering them incompetent for the role. While the pressure to hire the best talent is real, make sure you’re not rushing candidates through the hiring process.

Welcome with support

After attentive screening and interviews, the recruitment process is far from finished. As we have previously emphasised, your recruitment process must culminate in carefully designed onboarding. Make sure that you continue to observe and engage new hires during your onboarding process to ascertain their personality and suitability for your company culture. Some candidates are economical with the truth because they want a job; it’s your job to make sure an informed decision is made prior to offering a candidate a role.

Think about it

It’s important to appreciate the damage poor hiring decisions inflict upon an organisation. For example, the last thing you need is a poor hire taking to social media to complain. You may find desirable candidates decline to be interviewed as a result of the negative press on social media channels.

Recruiters cannot afford to be complacent or careless. Given current pressures and circumstances, that’s exactly the impression that poor hiring decisions can create.

Athena Executive Search specialise in recruiting senior leadership positions in the Print and Packaging sectors across Europe. For access to more articles on industry topics, recruitment and retention strategies, and our upcoming webinar series with industry thought leaders please subscribe here: https://athena50147.activehosted.com/f/1

Why digital print is a game changer in packaging

 

The digital opportunity in the packaging sector of the printed graphics market is valued at over $10 billion, and with projected growth rates of 14% to 2020, this sector is booming. To keep up, equipment, software, and ink manufacturers are creating innovative tools, unique packaging specific solutions, and chemistry to enable future growth in digital packaging.

Innovation and potential

Digital print’s potential is enormous and already proven to be disruptive in other print segments. Industry leaders are supporting this trend and are pushing their return on investment ever upwards. The beauty of digital is its innovation and power is not exclusive to technology. Digital focuses on harnessing technological prowess with any organisation able to embrace evolution and development as part of its operations.  While digital is already widely accepted in the tag and label sector and the short run pharmaceutical folding carton sectors, of the packaging segment, other segments are ripe for significantly digital adoption in the next three to five years.  Particularly, the packaging sectors of corrugated, narrow web flexible film, and direct to shape (metal and plastic containers) offers the next likely high growth areas for digital.

Consumer experience is everything

The digital evolution continues to offer improved usability. As a result, the importance of a consumer’s experience continues to increase. As consumers’ confidence in digital transformation has grown, they have aligned themselves with brands and products that cater to their ever-evolving needs.  While the initial driver for digital was to enable personalisation, on the fly customisation, short run profitability, and the enabling of quicker and easier design to print campaigns are driving the next growth spurt.  Consumer’s expectations for packaging in the digital bombardment age, is also changing, just as the way millennials see and respond to advertising is changing.

Why is digital print continuing to grow?

In addition to the reasons outlined above, the growth of digital print enables print providers to exponentially improve and increase the services they offer to their customers. In addition, digital empowers innovation and encourages an increase in revenue streams not easily achieved in traditional print methods. It’s expected that digital print will make the most of the high value short runs and provide quicker turnaround times for packaging sectors.

Interesting times ahead for digital technology advancements

Today, there are both electrophotographic (dry and liquid toner) technologies and inkjet ink types of digital.  Toner based systems, such as Indigo, Xerox I-Gen, and Xeikon, have gained an early foothold on the short run tag and label, as well as some folding carton sectors.  More recently, inkjet solutions are being adopted as they can often do more than electrophotographic systems at a lower cost of ownership.  The technology advancements in the inkjet print head, electronics, and ink chemistry has now reached a point of practicality, likely eclipsing electrophotography as early as 2019.  Beyond toner and inkjet are a number of what have to still be referenced as “yet-to-be-proven” digital technologies that, if they really work, will also be very disruptive in the packaging sectors, especially those food related packaging sectors.

Excitingly, the greatest changes expected over the next decade will be in packaging. Sectors that are most likely to employ digital production processes include corrugated (direct to board and pre-print liner), metal decoration (2-Piece, and flat sheet 3-Piece), flexible (films, bags, pouches, etc.), and rigid (direct to container) applications. The folding carton sector also has the potential to grow as digital technologies develop further.

Beyond graphics and packaging

Digital continues to break new ground in all kinds of industrial applications, forging applications including flat and round glass, textiles, ceramics,  tiles, wood, plastic composites, electronics, and 3D. The term “Industrial Digital Printing’ has come to represent a kind of catch-all descriptions for every type of decoration that does not already fit into a known segment or sector.

Better Together

Organisations which recognize the phenomenal growth and potential of digital packaging are often engaging strategic alliances or in joint ventures, sometimes for technology, sometimes for route to market. This approach enables companies to capitalise on a booming market with less risk and faster time to market. These types of partnerships often bring together technology components and brands, as well as system manufacturing and customer facing solutions to help drive the industry faster into the digital age.  Some examples include  companies such as: Xerox with Impika, Fujifilm working with Heidelberg, and Xerox( Primefire 106), KBA with their own subsidiary Kamman (Direct To Shape) and new projects with Landa (S10 automation) and Xerox, Komori and Landa (Impremia NS40). Flint Group have acquired the Xeikon business in a key strategic move.

On-demand printing

On-demand printing reduces waste and also means the latest design, product information or alterations to components do not create unnecessary clutter such as superfluous records. Electrophotography and inkjet’s continual evolution and development mean that on-demand printing is possible for the packaging industry. Specialised detail such as packaging specific to a particular region, demographic or specific interest is now a practical reality for the packaging sector. Exactly where in the supply chain that the printing is happening is also changing with Digital evolution.  Digital printing near or actually in-line with the packaging converting process is also a trend, further shortening the turn-around time for a package to market while offering the flexibility only digital can offer.

There’s no doubt about it. The inclusive effects of digital development, particularly on the consumer, has changed the way in which the market interacts with packaging. Everyone wants to jump aboard this rapidly expanding sector, flourishing beneath digital technology’s ingenious gaze.

Athena Executive Search specialise in recruiting in the Print and Packaging sectors across Europe. We are excited about Digital Print and recruit for companies at the cutting edge of this sector. For access to more articles on industry topics, recruitment and retention strategies, and our upcoming webinar series with industry thought leaders please subscribe here: https://athena50147.activehosted.com/f/1

 

How to attract passive candidates

One of the main pressures bearing down on Print and Packaging organisations around the world is satisfying the constant demand for talented staff. It’s unrealistic to expect the most talented candidates to be looking for a new role at the same time you are hiring. Often the most talented candidates are happily engaged in employment elsewhere.

We call these candidates “passive candidates”. A passive candidate is someone who is employed and not looking to change their job, but who may be open to being approached. Approximately 45 percent of the current workforce are considered passive candidates who are happy to have discussions – with the right people. Let’s examine the most effective methods of attracting passive candidates.

…it’s who you know

Using an in-house employee referral programme is one of the most effective methods of recruiting passive candidates. An employee referral programme also increases in-house talent retention, because existing staff are actively promoting the company to friends, family and networking contacts. Passive candidates respond well to referral programmes, in no small part due to the credibility of their in-house contact. Also find a good specialist recruiter who knows your sector and has a good network. They will be an invaluable source of passive candidates if they have authority in their marketplace and will give you access to the very best passive candidates.

Strong branding

One of the first things approached passive candidates will do is Google your organisation and look you up on social media. Make sure your recruitment page is up to date, easy to navigate and shares the strength of your branding and company culture. Your recruitment page also needs a clear call to action, and your current career opportunities must be easily visible. Remember, talented candidates are looking for more than an attractive remuneration package. They’re looking for a company they connect with. Updating your social media feeds with information about company culture and branding creates a dynamic landing platform for the passive candidate when they look you up.

Trust is everything

Professional discretion and rock solid reliability will ensure a passive candidate discusses their possibilities with you in greater depth and detail. It can be stressful discussing a possible – and unexpected – new career opportunity. Make it clear to your candidate up front that you’ll never ring or email using their current work contact details, and you are of course happy to meet and interview outside normal working hours.

Network, network, network

A clever on-going, strategy is to ensure that you attend networking events and build up a steady stream of passive candidate contacts, to be used at a later date. It’s good policy to network whether you are recruiting for a particular role or not. If you use networking as a long range plan of action you build contacts slowly and establish trust with each of your candidates. Professional networking sites such as LinkedIn are a great way to stay in touch.

Know your candidates

When you find an ideal passive candidate, make sure you do your homework. Taking the time to research a candidate properly is worth its weight in gold. It’s extremely flattering for a passive candidate to be approached, particularly with some visible progress already made into understanding their current circumstances.

First impressions are powerful. If you want to win the war for talent in the Print and Packaging sectors, carefully thought out strategies such as these make all the difference.

Athena Executive Search. If you are serious about attracting and retaining the best talent in the Print and Packaging sectors Athena can help. Our 7 Step Recruiting System is designed to ensure that you can recruit and retain the top 15% of candidates in the Print and Packaging market, candidates who are motivated by much more than money. We work in partnership with our clients to fully understand their requirements and ensure that newly recruited staff are joining for the right reasons and looking to develop a long-term career.

Book in for a Client Discovery Call today by clicking on this link https://athena-executive.acuityscheduling.com/

Why Your Print and Packaging Job Advertising Isn’t Working

If you are struggling to fill your Print and Packaging roles, you need to take a good hard look at the possible reasons why.

There could be several factors which are holding the right candidates back from applying for your positions, or it could be a simple case of you not advertising with the right methods or in the right place.

Maybe you shouldn’t be advertising in the first place!

According to a recent survey by LinkedIn only 12% of candidates are actively looking for a new role with a further 13% casually looking. This leaves 75% of candidates not actively seeking a new role who would be unlikely to respond to a job advert. No wonder your advertising isn’t working! Consider asking around your network for recommendations and using a specialist Print and Packaging recruiter. Advertising may well be the wrong way to attract candidates and certainly the top 15% who will be very happy in their present roles.

Are You Advertising in the Right Way?

If you are going to advertise a role the most important part of finding the right candidates for your vacancies is formulating and placing the most appropriate adverts.

First, you should ensure that the advert you are circulating is perfect in every way. You’re not going to get the best people applying if your advert is full of spelling mistakes and doesn’t contain the correct information.

Your advert must have the correct job title, an accurate location, details on salary and any other benefits, a brief but informative job description, requirements (such as qualifications or experience needed for the post) and full details of where and how to apply (for instance, if you want a cover letter, ask for one).

Have You Placed It Appropriately?

Once you have the perfect advert, you need to position it in front of the perfect candidates – and that means making sure it is placed on the right job boards, websites and social media channels.

When advertising Print and Packaging jobs, for instance, you should make sure the details are circulated in specialist Print and Packaging publications / websites. Using the most popular general all-purpose ones is also a must.

Make sure to promote it via your own website and social media channels, too, and remember to include keywords to enhance your chances of reaching more people.

Is Your Application Process Too Complicated?

If you are asking every candidate to fill in a five-page competence-based application form and produce a thousand-word essay on their skills and experience, you may well be putting people off applying in the first place.

Keep your application process simple and relevant. And make sure you respond to everyone who meets your criteria promptly and appropriately – leaving candidates waiting around for weeks could mean you lose the chance to even interview them.

Are You Expecting Too Much?

Hanging around waiting for the perfect candidate who meets all your criteria to apply may just end in disappointment. You will probably have to compromise: the right person for the job may not have as much experience as you would like or possess all of the qualifications you are demanding.

And don’t expect hundreds of people to apply for every job – some more specialised roles will only see a handful of applications.

Is Your Brand Strong Enough?

One more rather harsh reason your job advertising isn’t doing as well as you’d hoped could be that your company’s reputation isn’t as good as you thought it was.

It’s a fact that people are reluctant to apply for a position with a firm they have heard bad things about.

Unfortunately, the only way you can change this is to become a better employer. Start by looking up employee reviews of your firm online, and then ask your current workers how you can improve. If you have a high turnover of Print and Packaging staff, this will be well worth the effort.

Athena Executive Search specialise in recruiting senior leadership positions in the Print and Packaging sectors across Europe. For access to more articles on industry topics, recruitment and retention strategies, and our upcoming webinar series with industry thought leaders please subscribe here: https://athena50147.activehosted.com/f/1

Top tips to win the war for talent in the print and packaging sectors

 

We are all aware of the current recruitment challenges facing our industry. It’s not surprising that many organisations are feeling the pressure. Here are our insights as to how you can win the war for talent in the print and packaging sectors.

Take a good look inside

Evaluate current employee satisfaction. One way in which you can achieve an authentic snapshot of current staff sentiment is by creating a simple in-house survey. Share your company’s direction and focus. Engage your team; find out what they think. Successful organisations examine how they can improve the experience of talented teams. Often the most effective improvements centre around employees feeling valued, acknowledged and a central element of the organisation’s future.

Recruit smarter, not harder

Nowadays, referring to the “war for talent” highlights global challenges in recruiting talented staff. With digital technologies evolving at light speed, there is a burgeoning need to attract the best candidates available to help you keep up or – better still -stay ahead. The first key to success is recruiting smarter, not harder. Consider the critical difference between merely looking for replacements and recruiting the right talent to grow your business.

Do what you do best

The global talent deficit, coupled with increasing demands for your time, means you need to play to your strengths. Trawling through piles of CVs is almost certainly not the best use of your skills. Identifying an engaging recruitment strategy particular to your organisation’s short and long term needs, however, is a great investment. Take an active role in the recruitment process. Encourage robust discussions on recruitment criteria, both within your senior management teams and with your chosen recruitment firm. Make sure everyone is on the same page and understands exactly what your organisation is looking for – and why.

Planning and communication are key

Once you have your recruitment strategy in place, turn your attention to planning. For example, it makes no sense recruiting over notoriously slow periods such as Christmas. Taking the time to plan when you are going to recruit can make all the difference. Communicate with your candidates. Be transparent; let them know when they can expect to hear from you after an interview. Don’t leave them guessing. Put yourself in their shoes. Talented candidates are looking for an organisation they can connect with.

Transparency is the new currency

You are being appraised too. Offer a glimpse of the values and culture that exists beyond the job description. Breathe life into the role. Engage candidates with your honesty. Let candidates know what it’s like to work for your company. With so much competition between organisations, candidates are reassured by a clear perception as to who you really are. Your transparency encourages candidates to communicate with greater transparency too. This offers a rare insight beyond whether the candidate can do the job, allowing you to gauge their development potential.

Now that’s recruiting for talent.

If you are serious about attracting and retaining the best talent in the Print and Packaging sectors Athena can help. Our 7 Step Recruiting System is designed to ensure that you can recruit and retain the top 15% of candidates in the Print and Packaging market, candidates who are motivated by much more than money. We work in partnership with our clients to fully understand their requirements and ensure that newly recruited staff are joining for the right reasons and looking to develop a long-term career.

Book in for a Client Discovery Call today by clicking on this link https://athena-executive.acuityscheduling.com/

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How to succeed at your print and packaging interview

Interviewing for a job you really want can be stressful. In fact, the more senior your position, the more adept you are expected to be at juggling the various facets of human behaviour and professional experience. We’ve put together a selection of suggestions to help you nail your next interview.

Preparation

Beyond the essential choices such as being suitably presented and arriving at the interview at least fifteen minutes early, you will need to know everything there is to know about the company, the recruiter interviewing you – and your own CV.

Why would you need to know anything about the recruiter? A good recruiter will evaluate how well you build rapport during the first few minutes of the interview. Nothing quells nerves like preparation: arm yourself with an understanding of the hiring company, so you can lead the conversation if required.

It’s easy to forget to re-read your own CV. It’s natural to think you know it. Never underestimate the power of nerves, especially if you particularly want the job. Mapping your strengths to your employment history showcases your ability to maintain clarity under pressure. At this stage of your career, this is exactly what you need to demonstrate.

A great attitude engages and elevates your answers

An expert recruiter assesses a candidate in the context of a variety of verbal and non-verbal communication skills simultaneously. They are looking to see whether you are capable of handling the role and how well you will fit in to the company management team.

How you present your character and disposition is crucial, because in leadership roles these qualities affect how well you fit in to company culture. Authenticity, humility and confidence in yourself are key. A great one liner pep talk to give yourself is: “I am the solution for this company”. It’s a positive and empowered statement that eradicates any unnecessary anxiety about other candidates and focuses your attention.

Tell us a story…

Anyone can list leadership qualities and management strengths. Offer concrete examples of how you embodied those qualities and strengths in previous roles.

Stories enable you to navigate tricky questions such as the classic, “What’s your greatest weakness?” or being asked to describe an experience where you clashed with a superior. A saccharine answer will not satisfy. Interviewers are looking for an experienced leader with development potential, someone who is able to cope with the inevitable challenges of working life, how you deal with confrontation, whether you can admit accountability and how effectively you process and apply feedback.

You may also be asked to discuss a project that failed. In addition to the above, you’re being evaluated for the degree of responsibility you held, how you made decisions, how you rallied after a mistake was made, what you learned and what you considered your role in the failed project to be.

End on an uplifting note, confirming that you applied the lessons learned as you moved forward and how the company benefitted. Highlight how your strengths complement any challenges facing the company.

And lastly give an example of what interests you about your specialist area within the print and packaging industry. Thread your natural enthusiasm for your work throughout your interview.

Good luck!

Athena Executive Search specialise in recruiting senior leadership positions in the Print and Packaging sectors across Europe. We promise to make our interview with you as enjoyable as possible! For access to more articles on industry topics, recruitment and retention strategies, and our upcoming webinar series with industry thought leaders please subscribe here: https://athena50147.activehosted.com/f/1