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HR Executives: Drive Strategic Transformation through a Talent Acquisition Partnership with OMNI

These days, HR executives are feeling ever-increasing pressure to juggle an almost impossible array of tasks and meet demands from all sides. Hiring new talent is just one of the multiple hats HR executives must wear each day; but their time, resources, and budgets are often stretched to the breaking point. OMNI’s Search Team not only ensures your investment in recruiting the right people for your organization, but also helps you gain the competitive edge you need to avoid losing top talent to other employers. Below are eight reasons to consider OMNI as your strategic talent acquisition partner.

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These days, HR executives are feeling ever-increasing pressure to juggle an almost impossible array of tasks and meet demands from all sides. The result, according to a Workvivo report published in Forbes in 2022, is that 98% of HR professionals report feeling burned out, and 88% dread going to work.

Hiring new talent is just one of the multiple hats HR executives must wear each day; but their time, resources, and budgets are often stretched to the breaking point. So, it’s not surprising that all the distractions can make it difficult to remain competitive in attracting and recruiting the right people.

OMNI’s Search Team not only ensures your investment in recruiting the right people for your organization, but also helps you gain the competitive edge you need to avoid losing top talent to other employers. Below are eight reasons to consider OMNI as your strategic talent acquisition partner.

  1. Extension of Your Team: During times of accelerated growth or transition within your organization, you may not have the resources to increase the permanent headcount on your team. OMNI can serve as a partner to help you navigate times of leadership transition, prepare for a new period of growth, or manage an influx of new hires, bridging these temporary gaps to help your organization manage resources wisely.
  2. A Brand Ambassador: Before a client ever signs an executive or professional search agreement, our consultants are working diligently to learn about the mission, culture, and needs of the organization. When we partner with a client on a search, we’re not just filling a role. Our purpose is far greater than that; we work closely with our clients to craft a compelling employer brand message that showcases company culture and values and inspires candidates to want to work for the client. With an average retention rate of 90%, we know that approach works.
  3. Customized Approach: Though we use a proven search process, there’s nothing cookie-cutter about our approach to working with our clients. Our flexible service model allows us to personalize each search to align with the needs, culture, and budget of the client organization. We understand the importance of maintaining transparent and respectful communication through collaborative decision-making and nurturing long-term partnerships for ongoing success.
  4. Best Practices: Our search consultants are seasoned experts who have spent years in the specialized arena of executive and professional search. They have perfected best practices in process design, interviewing, candidate engagement and experience, and more, bringing the utmost professionalism to every aspect of the candidate experience. This reflects well on your employer brand and maintains the interest of the candidates that best suit the role and the culture of your organization.
  5. Market Intelligence: Because our team focuses exclusively on executive and professional search, we are well-versed in the latest industry trends and developments. Our history and broad network of contacts delivers accurate market intelligence about external perceptions of your employer brand, how you stack up against your competitors with similar brands and career paths, and how you can make sure you “win” the candidate.
  6. Confidentiality: In any search, maintaining confidentiality with our clients and candidates is the cornerstone to building trust. We safeguard all sensitive information, and work closely with clients and their search committees to create a shared understanding of how to handle information with the greatest of discretion. This is particularly important in the case of confidential searches to replace key leaders.
  7. Strong Relationships: According to Glassdoor, 40% of US job seekers reported having been “ghosted” following a second- or third-round interview in 2023, up 10% from 2022. At OMNI, we understand that this is bad for your business. Candidates view an organization’s hiring process as an indicator of their future employee experience. This is why we are committed to building trust and confidence with candidates through consistent communication and regular feedback at every stage of the process.
  8. The Right Tools: Our Search Team has an extensive combined network, built through decades of cumulative and specialized experience in talent acquisition, supported by first-rate technologies. This allows us to cast our nets well beyond the Midwest when appropriate. We also reach out to “passive” candidates – those who aren’t currently searching for a new role and would be highly unlikely to even see or respond to a traditional job listing.

 

At OMNI, we believe that all organizations succeed when the right people are doing the right things for the right reasons. For over 25 years, this philosophy has guided our interactions with each of our clients as we have helped them to attract, retain, and nurture their most valuable asset – their people.

By teaming up with OMNI, HR executives can navigate the complex landscape of talent acquisition with finesse. The expertise, tools, and networks that OMNI bring to the table can be the game-changer your organization needs. In a world where talent is a strategic differentiator, it’s not just about filling positions; it’s about finding the right people.

With our finger on the pulse of industry trends and a knack for identifying future leaders, we can help you build a team that not only meets current needs but is also equipped to tackle the challenges of tomorrow.

So, if you’re an HR executive looking to elevate your hiring game, consider OMNI Human Resource Solutions not just as a service provider, but as a strategic partner. Together, we can redefine your talent acquisition strategy, attract top-notch candidates, and set your organization on a trajectory for sustained growth.

anna robinson

Anna Robinson, SHRM-SCP, Senior Search Consultant and Healthcare Practice Leader, came to OMNI with more than 17 years of executive search and recruitment experience, most recently including 10 years as the head of clinical recruitment with American Dental Partners and affiliated dental group practices throughout the U.S. Her extensive industry knowledge helps guide clients through the search and selection process to ensure the best fit is selected for organizational needs. Anna received her Bachelor’s degree in Business Administration and Management from the University of Kansas and acquired her SHRM-Senior Certified Professional in 2019.

jennifer gross statler

Jennifer Gross-Statler, Marketing & Communications Manager, who joined OMNI in 2020, has over 20 years’ experience as a nonprofit professional. Her background includes four years as Executive Director of a Connecticut nonprofit with a state mandate to evaluate state-funded mental health programs, assess strengths and unmet needs, and make recommendations for improvements. She brings valuable expertise to OMNI in community and media relations, marketing and branding, project management, and strategic planning. Jennifer is a graduate of The College of William & Mary.

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