The C-Suite Gig Economy By CIOReviewIndia Team

The C-Suite Gig Economy

CIOReviewIndia Team | Wednesday, 10 February 2021, 10:12 IST

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C-level managers for manage prime functions such as technology, marketing, sales, and product with cost dividends for each. Onboarding them is therefore extremely calculative task as C-level professionals are responsible for cost savings and related business expansion.

Irrespective of business size, when there is a need for a new chief executive or chief financial officer by a business, it is business success leaders who recommend immediate recruitment. Now, as the pandemic took over most of the time in 2020, where some businesses might have been in search of C-Level employees, they still are likely to continue their search.

However, the stats suggest that 1 in 4 small businesses in the United States closed down temporarily and most of them went to removing employees and in recent time, the companies have begun searching topmost level executives, most in the last half of 2020.

Presently, the companies are not restricting themselves from stopping the hiring process, even when the management teams are working from home.

Small scale businesses that find themselves in a position where their CEO or CFO quits or they become temporarily unavailable due to health issues, search for replacements.

According to business leaders, excluding the companies that were involved in immediate trouble because of the COVID-19 pandemic, the companies that were in search of a C-level officer before the spread of the virus is now searching for C-level employees.

Locating a new C-level employee requires directors' and executives' involvement that can be decisive enough to track away from the traditional interviewing process and accordingly alter their casting for candidates.

Some companies that face problems during the hiring process, might be for a long time. These companies could be hiring engineers and other equivalents, but still could face trouble growing. At this juncture, a proper strategy involving communication and presence through content on online platforms helps them as the study suggests. Even during the growing market, which is generally competitive, these companies with their strategic approach and PR action plan create an impact in recruitment by increasing business visibility and adding essence to brand value.

Some of the previous successful recruitment during and after the pandemic, as data collected suggest that interviewers who are not hesitant interviewing job candidates on Skype, Zoom, or other videoconference applications, create an impact in the recruitment market. Because their respective directors and executives are well versed in technology, they are able to assess candidates better and faster.

At the same time, the recruiters are able to motivate the candidates to speak about themselves and constantly being expressive with positive body language.

The recruiters should focus on the extra effort of casting themselves in a wide net and attract the candidates’ attention. Some of the candidates might not agree on relocating themselves due to the pandemic and decline offer. Also, there would be some candidates that would initially agree to join but eventually would give up the offer.

In these scenarios, recruiters must look for ways to keep the search going and keep in consideration of a variety of candidates for a particular C-level job.

There would be problems for recruiters that are inexperienced in recruiting. In these cases, they are suggested to utilize LinkedIn for posting job openings and locating target potential candidates.

Additionally, they should reach out by phone and email to their business networks that are in constant connection and might know potential candidates.

Last, but not least, candidates, recruiters should stay transparent about their companies’ finances and projected viability for both the short and long term as candidates in today’s environment would not want to leave a job that is actually paying them well with a good career perspective and join a company that might not last.

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