Christopher Hoover - Egon Zehnder | LinkedIn (original) (raw)
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I'm a forward-thinking professional with 12 years of experience cultivating innovative…
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Egon Zehnder
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- Rich Lewis-Jones There is an unsexy truth about Talent tech vendor selection in 2024… In 2024, the landscape of Talent Tech is shifting in ways that may not grab headlines, but will undoubtedly shape the future of our industry. As we move beyond the usual hot topics, there is and should be a focus this year is on practical, impactful criteria that drive real business results. Time-to-Impact: Gone are the days of lengthy implementation periods. Today’s organisations need solutions that deliver value quickly. When evaluating vendors, consider how swiftly their technology can be up and running, contributing to your talent acquisition goals from day one. Future-Proofing with Agility: In an ever-changing market, flexibility is key. The right Talent Tech should be adaptable, allowing you to pivot as business needs evolve. Look for platforms designed with agility in mind, ensuring you’re not locked into a solution that can't keep pace with industry developments. Financial Sustainability: It’s not just about the initial investment. Ongoing costs for configuration, updates, and maintenance can quickly add up. Choose vendors that offer transparent, manageable pricing models and minimise reliance on costly third-party services. This is crucial for maintaining financial health in the long term. Reduction in Third-Party Dependencies: The fewer external dependencies, the better. Seek out vendors who provide comprehensive support and maintenance OR provide a platform that is as self-service as possible, reducing the need for third-party interventions. This not only cuts costs but also streamlines operations, leading to more efficient processes. Demonstrated OPEX Reductions: Investment in the right Talent Tech should clearly reduce operational expenses across your talent budget. Whether it’s through headcount reduction, increased productivity, or other efficiencies, the impact should be tangible and measurable. Real World Examples: - Headcount Reduction: Automation and AI can take on repetitive tasks, freeing up your team to focus on strategic initiatives. - Productivity Gains: Enhanced user interfaces and smarter workflows mean your team can do more in less time. - Cost Efficiency: Integrated solutions reduce the need for multiple systems, cutting down on both direct and indirect costs. These factors may not be the most glamorous, but they are the foundation of effective vendor selection. In 2024, you’ll see and expect a qfocus on solutions that drive true business value. #CHRO #CFO #CEO #TalentAcquisition
- Jan Mueller Brad Warga, partner and co-head of the Global Human Resource Officers Practice, Jonathan McBride, global managing partner of the Diversity, Equity, & Inclusion Practice, and Catherine Napier Fisher, MBA, principal in the Human Resources Officers Practice, recently hosted a thought-provoking CHRO breakfast roundtable in Chicago on employee activism and working across divides. Key Takeaways: 1️⃣ A Balancing Act: Companies walk a fine line between speaking up on social issues and remaining apolitical. Employees want their companies to take a stance, but doing so risks alienating one group over another. On the other hand, staying quiet on the issues that matter to employees can impact recruitment and engagement. 2️⃣ Engaging Younger Generations: Younger generations value authenticity and truth, making it essential for employers to understand and communicate honestly without expecting employees to leave their values at the door. Find ways to bring them to the table; listen, learn, and work together. 3️⃣ Global Perspective on DEI: Despite debates in the US, DEI initiatives are rising globally, requiring companies to adopt a worldwide lens and maintain consistent values to engage and support their diverse workforce. 4️⃣ Values-Driven Success: Companies that consistently uphold their values stand out, but many once-praised firms have faltered post-pandemic, revealing a reset in what defines "good" corporate behavior. #CHROs #Leadership #EmployeeActivism #HRleaders
- Michael Craven Ignition K.K. Elevate Yourself In recruitment, it often seems easy and effective to work with HR, a TA team, or sometimes just through a portal. However, I'm a strong advocate for elevating yourself in your career. Building relationships with senior executives sets you apart from other recruiters and provides significant leverage. So, harness your "根性" (guts) and go for it—reach out to the country head or CEO, have a conversation, and build a relationship. By focusing on this strategy, you'll dramatically increase your chances of securing exclusive, senior roles and unique opportunities. Comfort can be limiting. Step out of your comfort zone, challenge yourself, and enjoy the process! #rec2rec #elevate #japanjobs
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