Mutual of Omaha’s Post

Are you interested in improving the hiring decisions for consultants, leading to better performance and reducing government dependency on consultants? Then read the new open access article I co-authored with Scott Douglas in PMM: Public Money & Management Money & Management. In our article, we argue that it's not just the system that hinders and results in inaccurate hiring decisions, but also unconscious biases at play.

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Businesses can hire consultants for short-term projects without the expense of salary and on-costs providing maximum flexibility and minimal financial risk.

Businesses can hire consultants for short-term projects without the expense of salary and on-costs providing maximum flexibility and minimal financial risk.

I wrote this some time ago, but the topic came up again today. It's still (and may always be) a hot button issue because the pay-to-play mindset a) devalues analyst relations as a field and b) isn't entirely inaccurate if you also spend time and energy to properly use the access that money CAN buy. If the phrase comes up in an analyst relations context, instead of reacting like someone is taking your kid's lunch money or nodding along because you don't have the energy to argue, tell them what money can buy in analyst relations: access to the analysts covering your market, redistribution of reports that support your message, and promotion of like-minded analysts that lend their credibility to yours. Money is powerful, but what most companies are willing to pay is not enough for credible research firms to kill their business model.

A bad hire isn’t just a line item in the budget — it’s a loss that impacts the whole organization. Here’s a look at some of the direct and indirect costs associated with hiring the wrong candidate: - Direct Financial Losses - Replacement Hiring Costs - Missed Business Opportunities Our latest blog provides insights on how your company can you ensure the right fit every time. https://bit.ly/40IIeYe

Navigating job boards late at night, A compensation analyst job, hardly in sight The analyst knows too well what the job should pay, Judging each job based on the description they say The Analyst filter through the flashy perks Beyond the buzzwords and HR quirks Knowing our value, we search the screen again Looking for a match that’s paying over the median. Struggling to find that job where the pay is in line Where their value is met, clear and fine. It’s a modern quest for the right role, In the vast digital job search scroll. CompTool's job board is here to save the day Populated with jobs from Squirrel - there is no better way CompTool.com/job-board