WalkWater Talent Advisors

  Choosing a leadership team is one of the most important decisions an organization can make. Leadership hires, whether they be a senior executive, a department head, or a team leader, can have a big impact on an organization’s success. Organizations must make a critical decision when it comes to filling these positions: do they promote from within or hire externally? Each strategy has benefits and drawbacks. To assist organizations in choosing the right course of action, we will examine the benefits and drawbacks of both internal and external leadership hires in the blog below. Internal leadership hiring It has long been customary for organizations to promote from within as doing so can increase employee morale, cultivate loyalty, and make use of your team members’ prior knowledge and expertise. However, there are certain pros and cons of the same, some of which are stated below. The advantages Familiarity with the company culture: Internal applicants already possess knowledge of ...

A significant executive-level hire might represent the difference between success and failure during times of change. The previous time, your business may have conducted this important search internally, using its own network, or through a contingency recruiter. However, errors were made, and you now know that a poor hire for a key job can have negative effects that can take a long time and a lot of money to recover from. So, how do you make a successful hire? How can you be certain that you possess the necessary skills to propel the changes you need to make? Because of the uncertainty, companies are deciding to take advantage of a retained executive search firm to find candidates for executive level positions. As opposed to a contingency recruitment, where an employment agency is hired to simply go through resumes and send possibly matching applicants to the client company, top retained executive search firms in India are involved in all aspects of the talent acquisition and hiring p...

  Metrics, qualifications, and technical evaluations have long been associated with recruitment. The human side of recruitment is a less obvious but no less important component of the process that frequently goes ignored. We’ll examine the value of soft skills and emotional intelligence in the hiring process in this blog, emphasizing how they affect both recruiters and candidates. The human vs. technical trade-off The process of hiring is frequently thought of as technical. Assessments measure competencies, interviews evaluate technical skills, and resumes check for qualifications. These elements unquestionably matter, yet they only make up a portion of the recruitment puzzle. The recruitment process’s human side, which is characterized by soft skills and emotional intelligence, works in conjunction with its technical and analytical aspects. Soft Skills Soft skills are non-technical, interpersonal abilities that improve a person’s capacity to collaborate well with others. They cove...