Executive Resources
Articles in this section cover mostly hiring topics. Articles cover everything from interviewing, selecting, networking, retention, on boarding to negotiating contracts.
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 By Steven B. McKinney, McKinney Consulting, Inc.
"Secrets of Executive Search" Series In Getting What You Want , I wrote about digging deep to find out what you really want in a hire or in a career/job. This time, we’ll extend that idea to finding out how to take that new knowledge, once you have it, and go shopping for the right headhunter.
Executive search service models are designed for producing a specific product. The Retained Executive Search model provides one type of product while a Contingency Recruitment model provides another. Contrary to popular belief you don’t get the same results with the different models. Treating them both the same and hoping that they will produce the desired output just won’t work. Truly understanding what your needs are, and matching them to the kind of service your provider offers is crucial to getting the winning hire you desire. Read on
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By Steven B. McKinney, McKinney Consulting, Inc.
“Secrets of Executive Search” Series Secrets, everyone has them. Some secrets are best left alone while others would serve the greater good if revealed. Knowing how to fully use executive search professionals is a mystery to most leaders, but it should not be that way. This article is the first in a series of articles demystifying executive search. Learn from an insider how to hire, fully utilize, and get the most out of your relationship with your executive search firm. Read on
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Steven B. McKinney
McKinney Consulting, Inc. Factors Don't Lie. Deciding whether to take a job is one of the most difficult decisions a job seeker can make. Likewise, deciding whether to hire a candidate is equally difficult and equally important for the hiring company. As the hiring process progresses, companies and candidates both go through the difficult dance of evaluating each other for fit. We all do it pretty much the same way - we examine the factors surrounding the opportunity and determine if the candidate or job meets those factors. The more factors we think are satisfied the more attractive the candidate appears and the more potential the job appears to have. Logically, it should follow then, that mastering the factors would maximize our chances of success, both in hiring and in searching. If we can get the factors to work in our favor then we should be able to maximize fit and make an average job into a good job and a good job into a great one. Creating a job's potential requires taking control of the factors that matter the most. Read on
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By Steven B. McKinney McKinney Consulting Inc. Earlier in the drama of Korea’s economic miracle life-time employment was the general expectation of the educated young. Young professionals and recent college graduates all believed the iron rice bowl was their due for playing their roles in the play. Read on
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By Steven B. McKinney McKinney Consulting Inc. The penalties for having the wrong size organization and the wrong amount of human assets for the mission can be costly. No leader wants to have too many or too few bodies and minds on the job, but it can be difficult to know what the right number is. Figuring out the right size of your workforce requires some careful analysis, planning, and execution. Read on
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