A graduate of Boston University, Stacie Wilk has executive human resources experience in cities that include Chicago and Greenville, SC, where she worked for Spherion Workforce Architects and Westport International. Stacie Wilk now serves as an executive recruiter for Hewlett Packard Enterprise, where she has worked extensively with Korn Ferry leadership tools.A talent consulting firm, Korn Ferry provides executive search, personnel development, and leadership consulting services to more than 90 percent of the Fortune 100 companies. When assessing leadership, Korn Ferry employs a methodology known as the Four Dimensions of Leadership and Talent (KF4D).KF4D is a talent assessment approach designed to provide a holistic evaluation of executive candidates. Backed by decades of research and data stemming from more than 2.5 million assessments of over 7 million candidates, the approach evaluates four quality areas, including competencies, which refer to workplace skills, and experiences, which refer to past assignments related to leadership and functional skills that impact readiness. The areas also encompass traits, which refer to personality tendencies and natural ability, and the drivers that motivate an individual.
An executive recruiter at Hewlett Packard Enterprise, Stacie Wilk of Greenville, SC, has over two decades’ experience in human resources. Previously the managing director of Westport International in Greenville, SC, Stacie Wilk was in charge of developing and maintaining client relationships.Maintaining customer relationships in an age of increasing competition will sustain your company while generating new business in the form of referrals. Communication is at the core of maintaining these relationships. Communicate with your clients regularly. Schedule regular check-ins to share progress on ongoing work. Whenever they call or email you, respond promptly. Demonstrating availability communicates to clients that their projects are important to you.Besides consistency in communication, you should also maintain a positive attitude. While running an organization does have its low moments, never take them out on your clients. Show them a positive face. Be enthusiastic. Create an environment where your clients actually enjoy working with you.Finally, dare to be open. Your clients are more than just accounts, they’re human beings. If a client has a family, ask about it. If they operate in a business space you are familiar with, ask how the business is going. You can even demonstrate the work you do for them. This will build their trust in you and understanding of all the work that goes into every assignment they give you.
Formerly a resident of Greenville, SC, Stacie Wilk currently works for Hewlett Packard Enterprise as an executive recruiter. There, she collaborates with multiple departments to negotiate offers of employment for executive-level job roles within the company. In her free time, Stacie Wilk enjoys staying physically fit with Pilates. Pilates is an exercise system designed mainly to increase core strength. With a heavy focus on technique, proper breathing is one of the most important aspects of Pilates. Breathing properly will help provide oxygen to your muscles while also reduce tension throughout your body. The easiest way to get your breathing technique down is to listen for breath cues from your instructor. If you are on your own or your instructor is not providing cues, remember that it is generally best to inhale while extending or stretching your spine, and to exhale when you flex or round your back forward. Since many Pilates exercises require a tightened core, you will have to learn to breathe laterally. Lateral breathing is where you pull air into your ribcage and chest instead of your abdomen, expanding your ribs as you inhale. The last thing to remember is how you should inhale and exhale. The general rule for Pilates is to inhale through your nose and exhale through your mouth.
Before becoming an executive recruiter for Hewlett Packard Enterprise in Palo Alto, California, Stacie Wilk received her bachelor of science in management from Boston University. After college, Stacie Wilk started her career as a business professional, working for companies like Westport International in Greenville, SC, as a managing director.Created as an executive search and management firm, Westport International takes an innovative approach to building client relationships while recruiting elite leadership personnel throughout not only the United States, but also Europe and Asia. Moreover, the company relies on best practices programs to identify the best prospects.To provide the best individuals for the positions, Westport International incorporates its core philosophy into the search criteria. The company believes that every organization’s culture and values are unique to it, and it looks for candidates who can successfully meld with the organization’s behaviors and adapt to the environment to ensure a successful business.
Stacie Wilk formerly served as managing director of technology practice at Westport International in Greenville, SC. In 2015, Stacie Wilk moved from Greenville to Palo Alto, California, where she works as an executive recruiter with Hewlett Packard Enterprise. The field of talent acquisition is changing rapidly, and 2017 has witnessed a number of new trends.For example, there is a greater emphasis on machine learning in figuring out how to advertise positions and search for particular skills. Recruiters rarely use the same search keywords to find candidates online that candidates would use to describe themselves. Becoming an expert on all the ways to describe a particular skill is not feasible, and this is why more and more HR professionals are turning to tools with semantic search features that can do the translations themselves.Recruiters are also making greater use of A/B testing to figure out how the hiring process itself affects the end result. For example, do videos in job postings make more people apply? Does reducing the number of screening questions result in a more diverse body of potential hires?New techniques for minimizing hiring bias are also becoming popular. As research from Forbes and Harvard Business Review show, unconscious bias is virtually unavoidable. Some solutions include blind and anonymous recruiting techniques or implementing problem-solving talent acquisition processes in lieu of traditional resumes.
