Business Consulting Industry Paper Example

Introduction

In the business consulting industry, client-focused strategy supports the global ambitions of employers to create sustainable and deep relationships. McKinsey, Vantage Partners and Deloitte are the leading consulting organizations globally. Presently, the focus is on becoming undisputed leaders in the most profitable markets. Such an objective can be attained by having a skilled workforce with the capacity to address complex business problems -from strategic planning to implementation- with consistent quality, industry insight an innovation. These corporations demand employees with skill sets necessary to develop business models, empower people and exploit new markets. They present a degree of unparalleled career multiplicity and personal development in a wide range of sectors, such as operations, strategy, digital and technology.

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Operations and strategy involve business model transformation, strategy development, programme leadership and performance management, business model transformation, and customer management strategy. In the human capital niche, the aim is to enhance organizational impact and outcome of clients through a focus on challenges at the crossing point of people and business. These companies provide a focused blend of expertise and breadth across organization transformation and talent, human resource transformation, and analytics in areas such as operating model design change management and strategic change. Jobseekers who comprehend the link between the abovementioned human dimensions and performance can thrive in the presently dynamic economic environments. Employees are required to have an interest in using technology to attain business. These entities tend to attract personnel whose advisory skills are supported by experience in technology design, configuration, development, and testing. Business consultants are involved in transformation programmes, underpinned by the thought that groundbreaking technology provides endless possibilities. The business consulting market is in demand for focused and innovative employees who are open to novel ideas.

The team of experts will assist clients in resolving intricate business problems through the analysis and encouraging efficient processes and application of their profound knowledge of the industry. Potential employees are expected to collect, analyze and apply information across departments to develop clients' business. Consultants are required to have broad experience and knowledge necessary to work through the entire process of business transformation. Business consultants are expected to be data enthusiasts, willing to discover and explore underlying insights to offer real value to clients. They will be exposed to the increasing wealth of unstructured and structured data from a plethora of sources to extract their full value. They are demanded to build interactive tools and creative visualizations, as well as search for trends and establish predictive models to arrive at actionable insights based on data. The value will be realized from data-centric ideas through complementing of the above abilities with profound knowledge of the industry across the network along with business transformation capabilities and technical integration attributes. As businesses attain the possible value of their data, job seekers with skills in visualizations, data management, and insight generation will be critical.

Skills and Attributes

• Transition Management
• Total Quality Management
• Team Leadership
• Team Building
• Tactical Planning
• Strategic Partnership
• Strategic Development
• Service Design
• Sales Management
• Revenue Growth
• Reorganization
• Relationship Management
• Reengineering
• Quality Improvement
• Project Management
• Productivity Improvement
• Process Reengineering
• Process Ownership
• Proactive Leadership
• Policy Development
• Position
• Business Reengineering
• Business Development Multi-Industry Experience
• Multi-Function Experience
• Matrix Management
• Marketing Management
• Market-Driven Management
• Market Development
• Margin Improvement
• Management Development
• Long-term Planning
• Leadership Development
• Improvement
• High-Growth Organization
• Global Market Expansion
• Financial Restructuring
• Financial Management
• Entrepreneurial Leadership
• Emerging Business Venture
• Efficiency Improvement
• Decision-Making Authority
• Cost Reduction
• Cost Avoidance
• Corporate Vision Benchmarking
• Advanced Technology Customer-Driven Management
• Customer Retention
• Customer Loyalty
• Cross-Functional Team Leadership
• Cross-Cultural Communications
• Crisis Communications
• Performance Improvement
• Participative Management
• Organizational Development
• Organizational Culture
• Operating Leadership
• Operating Infrastructure
• New Business Development
• Multi-Site Operations Management
• Consensus Building
• Competitive Market Corporate Culture Change
• Corporate Communications
• Corporate Administration
• Continuous Process Corporate Development
• Decision-makers Service manager
• Risk manager
• Retail manager
• Recruitment consultant
• Public affairs consultant
• Project manager
• Product manager
• Advertising Manager
• Activation Manager
• Brand Manager
• Business Analyst
• Business Manager
• Compensation Manager
• Compensation Survey Analyst
• Human Services Manager
• Employment Specialist Manager
• Consulting Advisor
• Creative Manager
• Customer Service Manager Civil Service fast streamer
• Chartered management accountant
• Business consultant
• Business Adviser
• Administrator
• Operational researcher
• Human Capital Manager
• Human Resources Manager
• Implementation Manager
• Management Manager
• Marketing Manager
• Marketing Data Manager
• Organizational Development Manager
• Project Manager
• Recruitment Manager
• Functional Manager
• Economic Manager
• Field Technical Manager
• Management consultant
• IT consultant
• Internal auditor
• Financial risk analyst
• Financial manager
• Ergonomist
• Economist
• Safety Manager
• Sales Manager
• Sap Security Manager
• Risk Control Manager
• Software Implementation Manager
• Staffing and Employee Relations Manager
• Strategy Manager
• Technology Manager
• Telecom Analyst
• Websphere Manager
• Financial Manager
• Foreclosure Manager
• Improvement Manager

Key Influencers

Strengths and Weaknesses of Social Media Profiles

The recruitment process incorporates a range of stakeholders with jobseekers as candidates. This group of stakeholders searches for job opportunities in various ways. Active job seekers are the jobless, who represent less than ten percent of the aggregate workforce at any given time. Passive job seekers are the individuals who are as of now employed and are less focused on seeking new job opportunities but would consider the right opportunities when they materialize. Currently, a significant proportion of the unemployed is young and freshly graduated, as well as from diverse backgrounds. Recruiters are experts with proficiency and practical experience in finding suitable candidates to fill job openings. They look for the most suited profile to fit an employment opportunity. Competitors to McKinsey, Vantage Partners and Deloitte, including PricewaterhouseCoopers LLP, Oliver Wyman, Monitor Group, Mercer LLC, Ernst & Young LLP, Booz & Company, Bain & Company, and Accenture have benefited enormously from the development of social media and other information technologies. They consider social media as an excellent tool for locating the most suitable candidates. LinkedIn and Facebook are considered as the most vital instruments for online job hunting. These platforms are beneficial with regards to information dissemination, professional networking, and distribution of curricular data. Conversely, the demerits of the social media as a recruitment platform include decreased safety, privacy, and lack of confidentiality, as well as misleading profile information.

Recruitment Platforms

The recruiters of the present day are aligning to the shifting bob seeking landscape through the fortification of social recruitment approaches and intensely focusing on official networking sites. Recently, a substantial number of candidates have been successfully hired through social media with the majority citing the platform as the primary job search tool. With regards to the talent battlefront, recruiters have found Twitter, Facebook, and LinkedIn as the most appropriate networking sites with clear engagement rules. Facebook is the most significant social networking platform globally, with around two billion active users per month. It has transformed the manner in which job seekers relate with brands of interest, and it traverses each gender, age group, and ethnicity. Considering such a degree of retention, it has become the right place for engaging candidates, offer insights and advertise the vacant position. Twitter has about 310 million active users per month and is an enormous micro-blogging website. Users are required to minimize their character count in their tweets without necessarily distorting their message. It needs excellent skills to sell a brand with one hundred and forty characters, although users can create cards enriched with videos, photos, and media. LinkedIn is considered the world's most expansive professional network and most used social media platform for recruitment. LinkedIn is a critical screening tool and offers a broad network of highly valued connections. Companies maintain high profile connections with both passive an active candidates and posts can be boosted through social distribution, which systematically shares adverts on profiles for greater reach to promote referral processes.

While the above sites appear as glaringly obvious, there are other platforms that recruiters still use to attract jobseekers; even progressive recruiting implies that locating candidates through non-traditional approaches. With videos, YouTube provides an opportunity for potential suitors to broadcast their brand. The site is most preferred because it generates significant social shares in comparison to images and texts combined. The platform typifies the value in the production of culture and employee focused recruiting. With approximately over a billion users, it is the right place for job seekers to identify their brand of choice and the underlying culture within the workplace. Google+ is an essential but highly underutilized site where job opportunities are increasingly shared on profiles. It has stark benefits compared to other platforms, as it provides built-in talent poor feature, which enables scouts to develop private groups with members from relevant industries and target-centric content. Additionally, it is outstanding for search engine optimization and provides brands with limitless visibility linked to the keywords identified. Instagram is centered on the concept that a picture can be worth a thousand words. The platform is also an invaluable recruitment tool and a breeding ground for the millennial. It is only second to Facebook with regards to the rate of penetration among the present generation. Companies can promote their brands through images, text captions and videos while appealing to the more youthful candidates. The talent war is intense and can only be won by brands that are well-equipped with the most effective recruitment tools.

Social Media Influe...