www.archive-ie-2012.com » IE » T » TALENTPARTNERS

Choose link from "Titles, links and description words view":

Or switch to "Titles and links view".

    Archived pages: 31 . Archive date: 2012-11.

  • Title: Talent Partners - IT & Financial Services Recruitment – Talent Partners, Dublin
    Descriptive info: .. About Us.. Company Profile.. Our Recruiters.. Contact us.. Our Services.. For Companies.. For Candidates.. Find a Position.. Industry Focus.. We specialise in recruiting executives, professionals and technical specialists in:.. ICT Industry.. Financial Services Banking.. General Management.. Contract Staffing/Interim Management.. Learn more about our industry expertise.. Welcome to the Talent Partners Website.. Talent Partners Blog.. Overview of our Live Jobs.. Talent Partners Coaching Services.. Talent Partners.. is an executive recruitment Company with an enviable track record of placing high performing mid to senior management professionals with our Client Companies in Ireland and overseas.. If you are a hiring manager, looking to strengthen your Company s team and you want to recruit the best available executive talent in the marketplace then Talent Partners is the Company to work with.. If you are an employee considering external market opportunities and you have a proven track record of reaching and exceeding business targets we would be delighted to speak with you and partner with you to help you identify your next career opportunity.. As part of.. MRI.. Network , Talent Partners brings together the combined power of  ...   Talent Partners on Twitter.. Talent Partners On Facebook.. Our recruiters.. have real-world experience in the industries in which they recruit; they know who you need to hire and how to reach them.. Learn more about.. our Services for Companies.. use a high touch approach to help you with your career planning and to introduce you to companies that will value your abilities.. our Services for Candidates.. Jobs May Be Scarce But So Are Top Jobs.. A MASSIVE 90 per cent of Irish financial services and ICT companies believe it is difficult, or extremely difficult, to recruit high performers for their business.. more.. Keep staff happy for the sake of your.. TECHNOLOGY and finance workers have plenty to smile about, as employers.. Ireland s Search for Top Talent Gets Tougher.. This research was conducted in the context of a number of issues that have.. Ireland s IT skills bottleneck.. Ireland s IT sector is struggling with a major skills shortage and is fighting to keep.. View all News & Publications.. |.. Contact Us.. Online Submit CV Form.. Copyright 2007 Talent Partners.. Website Development.. by POP Interactive..

    Original link path: /
    Open archive

  • Title: Talent Partners - Headhunters Ireland, Senior Recruitment, Executive Search
    Descriptive info: Our Profile.. specialises in providing management and executive recruiting services throughout Ireland as well as globally in industries which include IT & Telecoms, Financial Services and Banking.. Our clients include public quoted companies as well as Small to Medium sized enterprises.. And as part of.. MRINetwork.. (.. http://www.. mrinetwork.. com/.. ), the world s largest executive search and recruitment organisation, we also offer you access to over 1,000 offices in more than 35 countries in order to meet all your local and global recruiting needs.. Our Comprehensive Search Process.. The best companies have teams of people that work so well together, they improve and even inspire each other to reach new levels of achievement.. We work with our clients in much the same way, as part of a team that is committed to finding and hiring the right people at the pace your business demands.. This is accomplished in large part by using our.. Accelerated Recruitment..  ...   mass of untested CVs.. And we provide our services with the kind of professionalism and accountability that you would expect from a team member.. Another reason for our success is our emphasis on specialised industries.. Our Senior Consultants, backed up by project coordinators, have a thorough understanding of the job marketplace, and keen insights into the industries and functional areas that they serve.. These industries include:.. Information, Communication & Technologies (ICT).. Banking & Financial Services.. General & Executive Management Appointments.. Our recruiters know these industries and the people working in them.. This combined with their recruiting experience gives them the advantage of knowing who you need to hire and where to find them.. Learn More.. Learn more about our.. services for companies.. and.. services for candidates.. Or.. contact us to discuss your needs.. and how we can help you build the heart of your business.. Talent Partners is an Equal Opportunity Employer.. News Publications.. SelecSys System.. Home..

    Original link path: /about/index.htm
    Open archive

  • Title: Talent Partners - C Level Executives, Senior Executives Ireland, Senior Management
    Descriptive info: Our Team.. Stephen Kennedy.. Managing Director.. Stephen Kennedy is the Managing Director and founder of Talent Partners.. Stephen s career spans Sales & Marketing leadership roles across Europe.. With a passion for business and sport, Stephen not only understands what it takes to be successful in today s highly competitive business environment, but  ...   that your business goals are achieved through creating and developing superior performing teams.. Niamh Campion.. Niamh is responsible for the admin and operations side of the business with Talent Partners.. Niamh has previously worked in the fashion and wholesales industries both in Ireland and internationally and is a graduate of the Grafton Academy..

    Original link path: /about/recruiters.htm
    Open archive

  • Title: Talent Partners - Senior Management, Executive Talent, Executive Recruiters
    Descriptive info: 11 Burnell Square,.. Northern Cross,.. Malahide Road,.. Dublin 17.. Tel:.. +353 (1) 4428270.. Email:.. info@talentpartners.. ie.. Office Information.. To learn more about our office and the way we do business, please click.. here.. Submit your CV here.. or email it to..

    Original link path: /about/contact.htm
    Open archive

  • Title: Talent Partners - Headhunter Dublin, Senior Executives, MRINetwork
    Descriptive info: Executive Search and Professional Headhunting for your Business.. Headhunting industry professionals that add value to your business.. Managing your hiring requirements, saving you time and money.. Recruiting top talent in Ireland and overseas through our 900 offices.. Talent Partners offers a full range of recruiting services designed to meet your local, national and global hiring needs at the pace your business demands.. And all our services are focused on meeting your company s individual cultural and business goals.. No preconceived notions, only carefully crafted solutions designed to achieve specific hiring objectives.. Our industry-leading recruiting services include:.. Permanent Placement:.. We specialise in providing search and recruitment services for your senior, mid-level management and professional positions using a wide range of search techniques, including Retained Search, Contingency Search, Project Search and Global Search.. our Permanent Placement recruiting services and the types of positions we fill.. Contract Recruitment:.. We place a wide range of professionals in  ...   services.. Ancillary Services:.. We also offer.. assessment testing, relocation assistance, salary surveys and video conferencing.. to help with your hiring goals and to solve your hiring problems.. Our Approach.. The.. Accelerated Recruitment Approach.. Network , one of the largest and most successful recruitment organisations in the world, we know a thing or two about pinpointing the people who can become the heart of your business.. Our Accelerated Recruitment approach is a customised combination of our streamlined processes and the knowledge of our industry expert recruiters.. It is designed specifically to help you target your next impact player and deliver them when and where you need them.. How To Engage Us.. Whether your hiring needs call for retained, contingency, contract or large-scale search and recruitment services, we offer the flexibility you need.. Contact us today.. to learn more and to discuss your needs.. Overview.. Permanent Placement.. Contract Staffing/Interim Management:.. Large-Scale Recruitment.. Ancillary Services.. Request Information..

    Original link path: /client/index.htm
    Open archive

  • Title: Talent Partners - IT Positions Ireland, Management Opportunities Dublin
    Descriptive info: Career and Placement Services.. Changing careers is a major decision that can affect every dimension of your life.. That's why.. recruiters spend time getting to know you, your needs and your goals.. How We Work.. Fees.. We are engaged by the employer.. There is no cost to you for our services.. Confidentiality.. Unlike conducting a job search on your own, we can help keep your CV confidential and off the job boards.. And, we will not forward your CV to anyone without first discussing the opportunity with you.. Getting Started.. Getting started with us is as simple as submitting your profile.. Who We Work With.. Financial Services &  ...   to help you maximise your career potential:.. Career Planning.. We help you achieve both your personal and professional goals.. Confidentiality and Protecting Your Privacy.. Your job search needs to be confidential.. Protecting your privacy is one of our top priorities.. CV Tips.. Create a winning CV.. What to put in, what to leave out.. Interviewing.. Prepare for the interview.. What to ask, what you may be asked.. Interviewing Do s and Don ts.. A checklist to help you succeed in the interview.. Resigning Gracefully.. Resign from your current job without burning bridges.. The Counter-Offer.. Counter-offers can be flattering, but are they in your best interest?.. Interviewing Do's and Don'ts..

    Original link path: /candidates/index.htm
    Open archive

  • Title: Talent Partners - Industry Expertise, Executive Search Firm Ireland
    Descriptive info: In order to recruit Impact Players, you need to know who they are and where to find them.. At.. , we believe our knowledge of your industry is the best guarantee of success.. Our recuriters have a reputation as industry experts and interact in their marketplaces nationwide international on a daily basis.. They locate, screen, and recommend exceptional candidates who impact our client's bottom-line immediately.. Today.. has search specialties in the following areas:..

    Original link path: /industry/index.htm
    Open archive

  • Title: Talent Partners - Headhunters Ireland, Senior Recruitment, Executive Search
    Descriptive info: Sunday Business Post: Focus turns on top financial talent.. Sector leaders would do well to poach talent while it s cheap and readily available, writes Dermot Corrigan.. [.. PDF Version.. ].. The Sunday Times: You will win with kids, eventually.. Talent management is the buzz phrase in HR.. It applies to graduates and your existing stars, says Gabrielle Monaghan.. Electric News.. net - Ireland: 'Hollywood of the web'?.. At the opening of the Irish Web Technology Conference on Tuesday night, the organisers.. were congratulated for making Ireland the Hollywood of the web.. View HTML Version.. ] [.. Knowledge Ireland - Scouting The Top Players.. There is still a lack of high performers in companies and competition is tight.. Sunday Business Post - Training Is The Key To Retaining Talent.. SME's need to train managers in order to stem  ...   financial services markets navigate turbulence, what are the likely knock-on effects for Irish companies.. November 11, 2007.. Irish Independent - Ireland's IT skills bottleneck.. Technology and finance workers have plenty to smile about, as employers will spend the next two years serving up a smorgasbord of enticements to recruit and retain top performers.. The Competition for Talent: The Challenge Facing Irish Organisations to Identify, Hire and Retain High Performers.. This research was conducted in the context of a number of issues that have presented themselves in recent times.. There is evidence that the ICT sector globally has been constrained.. Receive Executive Summary of the White Paper.. Irish Examiner - Keep your staff happy for the sake of the bottom line.. This article was first published in the Irish Examiner on the 3rd of August 2007 by Joe Dermody.. ]..

    Original link path: /newsandpublications/newsandpublications.htm
    Open archive

  • Title: Talent Partners - Headhunters Ireland, Senior Recruitment, Executive Search
    Descriptive info: Jobs may be scarce but so are top staff.. This article was published in the Irish Times on the1st of December 2009.. Nine-tenths of ICT and financial firms find it hard to recruit high performers, writes Steven Carroll.. A MASSIVE 90 per cent of Irish financial services and ICT companies believe it is difficult, or extremely difficult, to recruit high performers for their business, according to a new survey.. Almost one-third of these companies - 30 per cent - consider it to be more challenging to pinpoint high performers at present than it was this time last year, with sourcing quality staff for positions in sales, technical/IT, finance and accounting posing the greatest problems.. The survey identifies a growth in the use of social and business networking sites as a means of sourcing high performers.. There has also been an increase over the past 12 months in the number of companies using specialist executive search agencies and head hunters to source quality staff.. The findings are part of the Competition for Talent Survey carried out by the executive recruitment agency, Talent Partners.. A total of 82 companies took part in the survey.. Of these, 62 per cent of respondents were from the ICT sector, and 13 per cent from banking and financial services.. Stephen Kennedy, managing director of Talent Partners, said most companies are now faced with a largely different set of circumstances to those of 12 months ago, which is bringing about changes in their attitude towards recruitment.. In the past a lot of companies were hiring people on hope, as there was a greater pressure and need to fill positions, he said.. But now they need people who can show quantifiable results in a quick time.. Companies need people to be hitting the ground running and can no longer afford to give them 12 or 18 months to turn things around.. Business did come to companies previously, but now they have to go looking for it themselves.. The survey found that despite the downturn in the country's economic fortunes, almost half - 47 per cent - of all financial and ICT companies expect to  ...   opportunities, better financial packages being offered elsewhere and a perceived time for change on the part of the high performer.. The survey suggests that the loss of high performers in the current climate can lead to considerable costs to the business as a whole.. Talent Partners estimates that the loss of a high performer can cost a business anywhere from 25,000 to 400,000.. Some 38 per cent of businesses surveyed said the loss was over 150,000 while a further 17 per cent said it was in excess of 250,000.. Mr Kennedy said there were a number of factors that influence these losses.. Among them are clients migrating to competitors along with staff, the loss of intellectual property and difficulties locating a new high performer.. High performers can't be immediately replaced and a position may be open for three to nine months while a new candidate is found and trained in, which will invariably lead to losses, he said.. Staff morale may also be affected by high-profile departures.. They will ask questions like 'why did he leave?' and that can impact on productivity and morale.. The survey indicates that 55 per cent of companies do not have a talent manager to protect staff from being attracted elsewhere and to keep high performers happy and challenged in their roles.. Almost one-third - 32 per cent - of survey respondents currently have work done offshore that was previously carried out in Ireland.. The benefits of this policy, according to survey respondents, are cost savings and availability of skilled staff.. Just under half of these companies plan to increase their offshore activities.. Of the 68 per cent of companies surveyed who do not currently offshore, 30 per cent are actively considering this as an immediate-term business strategy, within the next 12 months.. Offshoring is unfortunately increasing, Mr Kennedy said.. Companies appear to be satisfied with the job being done overseas.. It offers companies cost savings and there is a greater availability of qualified key staff for back office positions.. It gives an opportunity to get work done overnight, which adds value to an organisation.. >> Return to News Publications Home..

    Original link path: /newsandpublications/press_01122009-IrishTimes.htm
    Open archive

  • Title: Talent Partners - Headhunters Ireland, Senior Recruitment, Executive Search
    Descriptive info: Keep staff happy for the sake of your bottom line.. This article was published in the Irish Examiner on the 3rd of August 2007 by Joe Dermody.. TECHNOLOGY and finance workers have plenty to smile about, as employers will spend the next two years serving up a smorgasbord of enticements to recruit and retain top performers.. Over 93% of senior managers in the Irish IT and finance sectors say it is more difficult to find high-performing candidates than it was two years ago.. The vast majority know it is only going to get harder, and most are hoping bigger salaries will bridge the gap between their needs and the soaring expectations of their best staff.. Very few companies have a talent management programme in place, notes Stephen Kennedy, MD of Dublin-based recruitment firm Talent Partners.. Most senior managers think retaining their top performers is all about money, but it is also about challenges and opportunities.. You must communicate to people where you see them in two to three years time.. People don t always get the credit for their creative work, which they sometimes feel is denied them by a senior manager.. People want autonomy, challenges and the plaudits when they do good work.. Employers give far more attention to people during the recruitment process than they ever give them subsequently.. Once they re in the door, they re left to get on with it.. In fact, most companies have no clear policy on how to retain their best performers, according to a survey of 53 leading Irish financial and IT companies, insurers, banks, building societies.. There are some remarkable findings in the Market Dynamics survey, commissioned by Talent Partners and MRI Network.. For example, the survey found more top performers were  ...   need to stop the egalitarian approach and realise we have to treat high performers differently, said one HR manager in an ICT company.. The cost of being equitable can be huge.. The average figure quoted by companies surveyed by Talent Partners was 237,000, though some estimated the real cost of losing top talent at 1 million or more.. This includes the cost of lost production, recruitment in hiring a replacement, reduced staff morale, and the time for a new employee to get up to speed.. The lack of available replacements in Ireland is aggravating the problem in Ireland.. Despite this, the survey found only 3% of employers constantly recruit abroad.. Nearly half of the ICT companies surveyed say they only look in Ireland for new talent, said Stephen Kennedy.. And of all the companies we surveyed, only 17% have a policy in place for attracting and retaining high performers.. Overall, more than half said they had lost a top performer in the last year.. This figure rose to 70% in the finance sector.. And yet they have no policy to retain these people.. Liverpool reached the Champions League final last season, but they still brought in six new players this year.. In business, when a top performer leaves, several others follow.. If Donal Óg were to go today, three or four others would go with him.. The departure of a top performer demoralises other staff.. Even worse, they often take your clients with them.. It s hard to put a figure on the loss of customers and intellectual capital.. If employers can find a way to retain top performers, they re best advised to do so.. This is definitely one case where prevention is lot better than trying to find a cure..

    Original link path: /newsandpublications/press_20070803.htm
    Open archive

  • Title: Talent Partners - Headhunters Ireland, Senior Recruitment, Executive Search
    Descriptive info: Executive Summary of White Paper published in July 2007.. Situation Analysis.. There is evidence that the ICT sector globally has been constrained in recent years due to a lack of talent within the sector and poor management of that talent.. Looking beyond the ICT sector, it is clear that the success of the Irish economy in the last ten years has resulted in unprecedented growth in employment.. Inward migration has taken place at an extraordinary rate to address the demand for workers in a range of industries.. Looking at the statistical evidence, however, it is hard to escape the perception that Ireland must be suffering from a lack of talented people such is the competition within the jobs market.. These are the people who are the high performers in companies and they are the subject of this research.. We wanted to examine two key sectors, ICT and Finance, to see how difficult companies in these sectors were finding it to locate high performers and what programmes they had in place to develop and retain these high performers within the organisation.. Methodology.. This survey was conducted by Market Dynamics, an independent market research company, on behalf of Talent Partners.. Interviews were conducted by telephone at the major organisations in the Finance and ICT sectors.. A mixture of job titles were interviewed including the following:.. CEO.. Financial Controller.. Sales Director / Manager.. Marketing Director / Manager.. Human Resources Director / Manager.. On the ICT side, companies interviewed include 12 of the top 20 multinational ICT suppliers as well as a number of the major indigenous software firms.. Among the Financial Services firms interviewed were many of the top banks, building societies and insurance companies who, combined, employ many thousands of people.. Summary.. Competition for high performers, people with a proven track record of success in their careers, is tough and, in the view of a majority of senior executives at major Irish and international organisations, will only get tougher.. The aspiration that a downturn in the economy will be enough to ease the pressure is dismissed by many.. This is one of the main findings of a research project conducted by Market Dynamics on behalf of Talent Partners and focusing on organisations in the ICT and Financial Services in Ireland.. This is the first in an annual survey of talent management in Ireland.. Though research has been conducted in this area around the world this is the first time that such a study been done in Ireland specifically.. The research is based on interviews with the biggest names in the ICT and Financial Services sectors and provides an authoritative account of their views and the difficulties they face.. Among the other findings are the following:.. Over half of the companies interviewed could point to the loss of a high performer in the last year or so which had an impact on their company.. The effects included the loss of customers and intellectual property, the loss of skills and knowledge, the cost to recruit and train a replacement and the demoralisation of the staff remaining.. When asked to quantify the impact in financial terms, the cost to each company of the loss of the high performer in question averaged 237,000.. 00 For a number of companies the figure was in the millions.. Though many companies claim to treat high performers differently, in practice this is just reflected in higher salary, commission or bonus structure.. Indeed, few companies even claim to use other methods of differentiation.. However, about a third of companies have found fast-tracking them to promotion a successful method of retaining high performers in their organisations.. Few companies have a policy or programme for attracting and retaining high performers.. The degree of difficulty in finding high performers is higher now than it was two years ago, in 2005.. The majority of organisations think the situation will be harder still in two years time.. High performers leave companies mainly due to perceived problems within their current own companies rather than the attractiveness of the new employer.. These include instability within the organisation, conflict and frustration on the part of the high performing staff member.. More leave to find new opportunities and challenges than for better compensation packages.. The vast majority of respondents believe that Irish organisations need to improve the way they go about identifying, hiring and retaining high performers.. Only 21% rated Irish companies good or very good at these activities.. However, very few consider they are worse than other similar organisations in this regard.. This is the most probably reason why so few are addressing this area with conviction.. In summary, Talent Partners believes that there is an opportunity for Irish organisations to properly address the issue of the identification, hiring and retention of high performers.. Key Research Findings.. The following are the key findings of the research as identified by Talent Partners:.. High performers are hard to find now and it will get harder rather than easier in the future.. The key finding of this research is the level of difficulty that companies in both financial services and ICT sectors have in finding high performers for their organisations.. The biggest cause for concern is not just that this degree of difficulty is perceived to be greater than it was two years ago, but that more companies expect it to be harder two years into the future.. This is very significant.. It is clear that the Irish economy has been performing at unprecedented rates in the past ten years.. There is no doubt that the degree of difficulty in hiring high performers is largely because the high level of activity places enormous demand on available resources.. What is significant is that respondents don't believe that the expected slowdown in the economy will be enough to make high performers easier to find.. This suggests that, potentially, there are just not enough high performers available in the first place.. This is a major concern and one which suggests that companies need to place greater emphasis on retaining the high performers they already have.. It also suggests that companies have to make do with fewer high performers than they actually need.. Companies are not differentiating between high performers and other staff in any significant way.. Our survey showed that though the majority of companies claim to treat high performers differently to other staff, in practice, this was mostly done through greater compensation, either by means of or higher commission / bonus or higher salary.. While compensation is obviously important there is considerable evidence that this is not the only thing that motivates high performers and that they need to be presented with challenges appropriate to their talents.. Only 12% of companies claimed to provide high performers with greater opportunities while 10% offered shares in the company.. A third of companies claimed that fast-tracking high  ...   that the demand for talented professionals in the Irish marketplace exceeds the supply of available talent with only 11% of companies saying they were easier to find than two years ago.. Now is the time for Irish organisations to address the fact that the search for high performers is always going to be a challenge.. This can best be done by setting out a programme to address the issue.. Practical Tip 1 Develop a Talent Management Strategy internally and allocate specific ownership of the Strategy to a Senior Corporate Executive.. This maybe but does not necessarily have to be in the ownership of the HR department.. Practical Tip 2 Identify the key roles within your business and the key performers in your organisation who are capable of fulfilling these roles.. Benchmark the experience and potential of this talent pool against internal career opportunities with the company and grow and develop it through training and professional development, both internally and externally.. Practical Tip 3 Meet with the talent pool of your company on a regular basis and discuss with them the key criteria to grow into the next level opportunities within the company.. Recognise Features that Attract and Help Retain High Performers.. Irish organisations have the opportunity to investigate what features of their own companies attract high performers and what things will help retain them.. This research has shown that new challenges act as a bigger attraction for high performers than compensation.. While recognising that not every company can provide challenges to meet all tastes, nonetheless, all Irish organisations should recognise that it is the lack of new opportunities and challenges internally that prompts key people to leave.. Once organisations understand that the means to retain key people lies largely within their own hands they can then go on to devise and implement policies to address this fact.. Practical Tip 4 Know the goals and motivations of your talent pool internally and the external market talent you are interviewing.. The research we have carried out tells us that companies seem to focus on paying higher commissions, bonuses and salaries to top performers but yet they believe that the primary motivation for top performers to leave their company is due to better opportunities and challenges in the marketplace.. Practical Tip 5 Hire the best regardless if they are internal candidates or from the external marketplace.. Use additional tools such as psychometric testing and personality profiling.. The research, commissioned by Talent Partners Ltd, shows us that organisations that use these tools experience lower staff turnover gain a deeper understanding of employees' personality and motivations and, as a result, can invest significant time and money in other areas of the business.. Practical Tip 6 Partner with an external recruiter to gain a deeper understanding of the external market.. This will also allow you to benchmark your internal talent against external market talent and make better hiring decisions.. Your external recruitment partner should be seen as an extension of your company and your talent scout in the marketplace.. It should be communicating a consistent message about your company and employer brand to potential hires and keeping you informed of key external market talent.. Make High Performers a Component of Competitive Advantage.. All organisations are on the lookout for new ways of gaining a competitive advantage.. We have seen in this research project how many organisations consider themselves and other Irish organisations to be deficient in the way they identify, hire and retain high performers.. There also seems to be an acceptance of the inevitability of this difficulty without a commitment to do anything about it.. There are ways that this situation can be improved and Talent Partners recommends that this is done as a means of gaining competitive advantage.. Indeed, having implemented a policy, organisations could go on to set targets for the recruitment and retention of high performers as an important component of its competitive strategy.. Practical Tip 7 Create an Employer of Choice value around your company.. Position your organisation as the company to work for in your specific niche.. Get your internal talent pool to support this positioning.. The company needs to share its goals and visions with this "talent pool" and a consistent message needs to be communicated throughout the organisation to ensure the strategy will be delivered successfully.. Practical Tip 8 Make sure that your company has a consistent interviewing process and that the individuals who are involved in the hiring process are aware of the importance of attracting and hiring top talent and deliver a message that positions the organisation as an employer as choice.. Recognise the Importance of Providing Opportunities and Challenges.. Irish organisations can learn from this research project that the best method of keeping high performers within the organisation is to provide them with real opportunities and challenges and not just improved compensation.. We have seen that a third of organisations considered that fast-tracking the promotion of high performers has worked well as a method of retaining key people.. However, there is little evidence that this is done proactively.. In fact, it is clear that many organisations use the fast-track approach only as a last resort, when a high performer has threatened to leave the company.. A total of 42% of organisations, as we have seen, claim to use higher salary as the means to retain high performers while 39% use higher commission or bonuses.. While this may work to solve the immediate problem, it is not the best way to proceed under normal circumstances.. About Talent Partners & MRINetwork Worldwide.. Talent Partners, founded in Dublin in 2003, is led by Stephen Kennedy who has over 9 years experience within the executive search field.. Working at both a national and international level for both clients and candidates, their extensive knowledge of their industry sector allows them to operate in a highly specialised manner for clients predominantly within the IT, Telecoms and Financial Services sectors.. Talent Partners were recently awarded for being one of the fastest growing offices within the MRI Worldwide Network in 2006.. MRINetwork comprises over 1,000 offices and 3,500 search professionals in more than 35 countries specialising in mid to upper management/technical positions and offering a full range of customisable solutions including permanent placement, contract (interim) recruitment, advertised selection and recruitment outsourcing.. External Publication of Talent Partners information and data Any Talent Partners information that is to be used in advertising, press releases, or promotional materials requires prior written approval from the appropriate Talent Partners Director.. A draft of the proposed document should accompany any such request.. Talent Partners reserves the right to deny approval of external usage for any reason.. For further information regarding this document please contact:.. Tel: +353 (0) 1 8397070 or.. Click Here to Request for full White Paper.. Copyright 2007 Talent Partners Ltd.. Reproduction without written permission is completely forbidden..

    Original link path: /newsandpublications/press_20070727.htm
    Open archive


  • Archived pages: 31