Committed to Thoughtful Change

"Never doubt that a small group of thoughtful, committed people can change the world; indeed, it's the only thing that ever has."

- Margaret Mead, Cultural Anthropologist

To improve, we must change. Thoughtful transformation is the first law of improvement. The BLNelson Group specializes in working with our clients to be competent and committed to achieving transformative change through successful executive and professional placements. We are your additional resource to help you succeed in upcoming strategic big talent decisions.

Executive Search You Can Count On

Consulting

Let's chat about where we can find opportunities for you to thrive.

Interim Search

Boost your short-term gain and set a course for the long haul.

Retained Search

Set your sights on superb talent and flourishing business relationships.

Our Search Process

Knowing the unique nature of each position and each company's culture, we make sure to personalize each individual search. Every search is based on the company's goals, strategy, current status, and vision.

We roll our sleeves up and invest time upfront to understand more than just your hiring needs. We strive to understand your desires as a company, so we can place talent that is a perfect fit for your company, not only for your company's bottom line but also for your company's culture and achievement of strategy.

Below is our proven, step-by-step search process on how we will deliver the results you expect.

1: Needs Analysis

2: Culture Analysis

3: Job Profile

4: Data Analysis & Creation of Algorithms

5: Recruit & Screening

6: Validate Candidates

7: Short-List Presentation

8: Client & Candidate Prep

9: Interview Process

10: Acceptance Package Support

11: Candidate Resignation Support

12: On-Boarding Support

13: Guarantee Check-up

14: Post Placement Consultation

15: Client & Market Assessment

FAQs

What is the current opportunity cost per week of not filling an opening?

What are the other costs of "spreading the workaround"?

What options do I have to accelerate our hiring and onboarding?

What are the costs of hiring the wrong person?

How can you mitigate those costs?

Why else should you consider partnering with the BLNelson Group?

What is the current opportunity cost per week of not filling an opening?

a. Most technology/skill-driven industries in the U.S. and Europe range from ~$10K - $35K per week

b. Losing a valued employee has been estimated to cost 2 and a half times the salary of the employee, therefore the speed of replacement is essential

What are the other costs of "spreading the workaround"?

a. Burden on management that takes away from value-added innovation

b. Current employee morale, satisfaction, and efficiencies

c. Team disruption

d. Inability to take on new opportunities.

e. The risk from competition to take understaffed projects and programs

f. Quality of work of the clients

What options do I have to accelerate our hiring and onboarding?

a. HR operational strategies involving software, hiring flow, onboarding flow, and retention.

i. Limitations to where you can hunt?

ii. Limitations on the hiring process?

b. Increase your employee satisfaction and market communication

i. Infosys could improve on Glassdoor; 3.2 rating; 52% recommend to a friend

c. Partner with an Executive Search Firm that has the infrastructure to hire and follow up through onboarding over the first two years.

i. According to Linked In, 75% of your candidate pool is passive; they do not enter resumes on job boards or on your website. They are not aware of your opportunities. They are quietly making an impact where they are. They are in the top 25%.

ii. Tools that allow the quick presentation of candidates for screening and continual adjustment on candidates in finding the "Right Person." We use proprietary tools to get to Yes as fast as possible, with as many hirable candidates as possible.

iii. Understanding the difference between orientation and onboarding

What are the costs of hiring the wrong person?

a. According to Harvard Business Review, the answer is 2.5 their annual salary. This covers the wasted time and energy of hiring, onboarding, firing (including severance), rehiring, and maybe the wrong person's productivity time. Maybe.

b. Disruption to the hiring manager, team disruption, HR disruption, lawsuit potential, destructive press potential, etc.

c. Ultimately delaying the achievement of company strategy.

How can you mitigate those costs?

a. Prescreened, pre-interviewed candidates who meet nearly all or all of your requirements. Candidates who are hirable at their introduction to Infosys.

i. Now you are looking for a cultural match

b. The more the BLNelson Group understands the culture of the company, the less you will need to look for a cultural match. Your candidates will be a fit before the introduction.

c. Replacement guarantee from your Executive Search Partner.

d. Behavioral testing with both the hiring manager and the potential hire.

e. Consider employing interim talent which BLNelson Group can provide.

Why else should you consider partnering with the BLNelson Group?

a. Third party, very experienced, consultative observer and voice.

b. BL Nelson Group talks to dozens of the right people per week.

i. Market insight

ii. Marketing and communication ability for Infosys.

iii. Third-party intervention, if needed

iv. Third-party negotiation, if needed

c. BLNelson Group is strategic, not tactical.

d. Unlike other professional recruiters, Blaine Nelson has hired over 100 other professionals. He has sat in the hiring manager's chair.