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Executive Spotlight: Renée Nielsen
"Recruiting is about thinking. It’s about not only getting the right person for the role, but getting the right role for a person."
Renée Nielsen
President & CEO
LB: In 5 years, so much has changed, so fast. How has your business evolved? Have client and candidate expectations changed?
Renée:
My role is much more strategic now. Previously I was overseeing operations, and filling key positions for our firm. I wore many hats. Now I act in an advisory capacity to our executive recruiters. I focus more on sharing knowledge about recruiting trends. I look for ways to be efficient, and how to support my team. I encourage them to enjoy life and family because we don't get time back.
Our group is now all remote. I preferred hybrid they preferred remote, so the majority ruled. We meet 3 days a week on Microsoft Teams, and speak individually almost daily to ask for advice, brainstorm and check in to see how the day is going. Sometimes we need encouragement, sometimes we need to vent. I learn from my team all the time. Some of our executive recruiters transitioned from corporate HR, and they share their perspective from the corporate side with me.
I always say recruiting is about thinking. And I am always thinking about the larger market. I study the competitive landscape, look for trends, and support companies by sharing where they can recruit for specific positions.
There are more openings than there are candidates. Candidates now will only consider a hybrid role; where in the past it was a luxury and now it's considered the norm. The demand is intense. Clients always struggled with recruiting in a shrinking workforce (10,000 people are turning 65 daily.) That is still accurate; but the focus now is on retention through engagement.
One thing that has remained constant is our focus on building partnerships. We are fortunate in that we all work hard at something we love to do. We have been passionate about recruiting for many years, maintaining relationships with people from when they began their careers to the executives they are now. We went from placing at the managers level to now recruiting at the VP and C-level, all through referrals. It’s all about relationships.
LB: How often does culture come up during the hiring process? Are today’s job seekers savvy enough to make it part of the discussion upfront? Tell us why culture is so important and why people should talk about culture during the hiring process.
Renée:
Candidates don't ask about culture that often. They mostly ask about remote and hybrid flexibility, which isn't really culture, it's scheduling. At the senior level, they are asking to meet the executive team so they can make their own determination and get a feel about the organization and see how the team works together. Here’s what they want to know:
- Does the team get along?
- Are they supportive of one another?
- Are they transparent on how they make decisions?
- Do they all have the same vision for how to achieve growth, and what changes are needed to make it a reality?
For executive-level talent, in many cases these are crucial cultural factors that determine whether or not they'll accept an offer.
LB: You must see a lot of job descriptions. Why are they so important for companies to get right? Do you think most companies maintain up-to-date requirements for each position?
Renée:
Having the requirements wrong wastes time and makes a bad impression.
When you show up for an interview and discover that the required skills are obsolete or not comprehensive, it’s frustrating for the candidate and for the recruiter who’s working on the job placement.
You can lose an exceptional candidate when you make a mistake like this in the early stages of engaging with a prospect.
The
job description helps us better qualify a candidate during pre-screening and interviews. And once a hire has been made, accurate job descriptions help companies set individual performance objectives, evaluate job performance, and measure success.
LB: What are companies and candidates doing to address skills gaps? Are there specific skills where demand has increased? What’s important now?
Renée:
Employers and employees recognize that work is becoming digital first. Working remotely requires different skills. You have to be more tech savvy.
When everyone isn’t under the same roof at the same time, leaders need different engagement strategies and different methods to build trust and accountability. They need to think more deliberately about how to work as a team. Communication is even more important. I like to think of how people will receive my messages. Words and phrasing can make people defensive when everything we consume is fast and digital.
Analytical skills, and the ability to make data-driven decisions continues to be in demand.
LB: What advice can you offer companies who are struggling to retain key employees?
Renée:
Find out what your employees want and address their concerns. You can do it through
engagement surveys, and then probe for deeper insight. Listen; let them know you hear them; and be kind.
LB: What advice can you offer job-seekers who are struggling to find exactly what they want?
Renée:
Candidates should think about what they really want, the must haves, and the non-negotiables. Sometimes job-seekers think something isn’t important until the time comes and there’s an offer on the table. It’s about pursuing your ideal situation, finding work that’s meaningful to you, and your personal productivity targets. To help candidates heighten their own self-awareness, we have a career vision board in the works. It’s in development and coming soon.
LB: What’s it like to work with your team? How do you pinpoint business needs and build relationships with client companies? Why should companies partner with you?
Renée:
I have always believed in the law of reciprocity and that’s the philosophy on our team. It’s not an easy concept when you come from another search firm. It takes trust to believe that what we give to each other will come back, but it comes back tenfold. The vibe is generosity and always wanting the best for each other. I am thankful, grateful and blessed that our staff chooses me to work with.
Companies should partner with Nielsen Associates because we understand business. Over the years, we have worked with so many companies and our contacts go back decades.
We are consultive. I think curiosity is how we build such strong relationships. We ask a lot of questions and we really listen. When we hear a business challenge, we share our expertise. When we know how a similar company solved a specific challenge, we recommend solutions that may be new to our clients.
They should also work with Nielsen Associates because we CARE. All of us do. It’s about not only getting the right person for the role but getting the right role for a person.
LB: What’s on the horizon for Nielsen Associates? Are there trends or strategies you’re keeping an eye on?
Renée:
We always keep our eyes on the future and what roles will be in demand. Since COVID, the demand for HR executives has exploded. We’re being contacted to do national
human resources searches, so I think that will continue. Another area of significant growth is
marketing. Marketing kept companies in front of customers during COVID; its value has been emphasized. And there will always be a need for
accounting & finance experts who have the integrity and technical chops to grow their organizations. Supply chain is an area where we may increase our focus.
LB: What’s the best way to learn more about your services?
Renée:
Call and have a conversation with us. There is no obligation; it's a discovery process; and I love talking with business leaders. I want to hear about what you would change if you could now or in the future. It’s a proactive step that you can take today, even if there isn’t an immediate opening to fill.
In many companies, the workforce is aging. There will be a time when there is a critical job opening that you need to fill fast. If you form a relationship with us early, you’ll feel comfortable calling us; you’ll know what our process is; and we’ll be ready to launch a search on your behalf.
Make the connection early. And if you still need convincing, here's 10 reasons to partner with a search firm.
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