To build resilient companies, leaders must shift away from the fatal "but we've always done it this way!" hiring strategy. In todays evolving market, leaders must hire skilled translators.

There is no one “right” way to handle bonuses. But great companies have some things in common when it comes to employee bonuses, even during tough times.

We are honored and grateful to be celebrating 40 years of Kimmel & Associates’ service to the construction industry. Through industry challenges and trials, our team of servant-hearted professionals continues to maintain one constant: our commitment.

Hiring managers and job-seekers alike are learning how to navigate the hiring process in this new normal. Creating a sense of urgency is a simple strategy that can ensure jobs are filled efficiently and successfully.

To both reduce risk and sustain efficient practices, supply chain industry leaders must stop relying solely on lean. They must also design “flex” into their corporate thinking. A great starting point for leaders who want to shift to flex thinking is this: consider what the company is doing differently today than it did in March of 2020.

“But we’ve always done it this way!” How can leaders ensure that they are building resilient companies and not falling victim to those seven fatal words? A look at three introductory strategies that can help executives set their companies up for success, no matter what challenges they may come to face.

Great companies and great employees understand that successful hires are made when effective daily habits are combined with strategic long-term plans. Optimism and resilience can be difficult during a challenging market, but every day is a new opportunity to make a great hire, no matter what the previous day looked like.

The “new normal” is an adjustment for everyone when it comes to the hiring process. The best tools anyone can utilize during this period are flexibility, patience, and understanding as both candidates and hiring managers do their best to move forward safely and efficiently.

Five years ago, we used the hard-earned wisdom of the past to look at recruitment strategies, ideal workforce target groups, and significant trends that would impact the future of the industry. We have seen many of our recommended strategies pay dividends to companies that utilized them. Looking forward to 2025, the most important piece of advice we can offer is this: expect the unexpected.