CareerSolutionsIndy

Career Solutions Group ’s value to small and mid-sized corporations is to identify and reach “passive candidates” or people not actively on the job market.    In reaching the “untapped talent pools”, Career Solutions has the opportunity to engage a potential candidate with a job or career opportunity on behalf of our clients and before competition is engaging them. In 2023, Career Solution’s Researchers reach the “untapped talent pools” in three ways:   •Identifying and recruiting candidates who aren’t online •Attracting candidates to career shift by market or geography •Identifying and targeting candidates affected by a future RIF. Potential Candidates NOT on the Internet Depending upon the industry, there are many potential candidates for open positions that never see online job postings.    From Career Solutions’ work in talent markets in many industries, we would say Manufacturing may have the most people without any internet profile.   According to the website Statistica, 18% of A

I’m rebooting this blog post form 2011 because I feel it is just as relevant in 2023 as it was over a decade ago.  Now as a wave of early retirements hits our economy post-pandemic, employers have a great opportunity to try to attract early retirees to a “second career”.   In counseling many 30 and 40 year professionals, I recommend that they take some time off when leaving a “first career” to consider a wide range of choices and options.  Are there things that you’ve always wanted to do but never did?  Now many be the time.   •Consider buying a franchise or an existing business.   •Consider consulting in your previous industry. •Consider taking a lower level position in a completely new industry. http://careersolutionsgroup.blogspot.com/2011/04/is-second-career-talent-being.html SATURDAY, APRIL 30, 2011 Is "Second Career" Talent Being Underutilized? Listening to  HBR Ideacas t host Sarah Green's interview with Marc Freedman, author of  "The Big Shift: Navigating the

 Although I’ve lived in Fishers for over twenty years and worked from an office downtown Indianapolis for thirty, I went to Shelbyville High School.  In 2014, my dad was on Shelbyville City Council, several other boards (Library, Tax, probably others I didn’t know about), and the Shelbyville Airport Board (he had been a helicopter pilot in Vietnam).  One of his fellow Airport Board members was John Huber. One day while talking with my dad, he said John Huber wants to talk to you.  He wants to sell his business. Huber Bros, Inc was actually headquartered at the airport in an old industrial building.  When I met with John, he said that he didn’t really know if the business was worth anything but he’d like to try to sell it. John has a degree in Chemistry.  He and his two brothers founded Huber Bros Inc in Shelbyville in 1970.  The business grew to three divisions - one painted semi tractor trailers, another painted manufactured parts, and the mainstay was commercial painting & indust

  Location versus Relocation There are a couple recent examples of executive search assignments where Career Solutions was able to source and recruit candidates that provided big win-wins for candidate and employer. In our search plan, we try to eliminate the employer’s need to relocate a candidate.    Restricting the geography of the candidate pool can seriously limit the number well qualified candidates.   But sometimes, there is well qualified talent looking to change their lifestyle.    In both examples, the candidates were probably so busy due their their professional obligations that the only way to identify them as candidates would be through a search firm.   Career Solutions was retained for an executive search assignment for a Vice President of Lending for a growing credit union.    This credit union had recently completed the acquisition of two smaller credit unions and had grown its membership base significantly.    And in the growth of financial institutions, it was approac