For a significant group of the gainfully employed, it has officially been a year since remote work became the norm versus the exception. A look back at 2020 and tips to stay motivated in the face of uncertainty.

Chief Operating Officer and Chief People Officer at AP Equipment Financing, Raquel O’Leary, recounts 2020 and shares a sneak preview of 2021 for the company who has been in growth mode for the last 5+ years.

We expect to see a rebound this year. As the talent landscape begins to regain pace, position yourself effectively to embrace change and adapt.

Now let’s talk about the level of data a bank will likely require from a prospective borrower to make their credit decision.

Consider trying out these 6 suggestions in order to find your light and grow this winter, and hang in there, spring will be here before you know it!

To be successful, companies must be more creative in their sourcing strategies. We put together several tips that are based on real time trends across the talent landscape to provide a useful and effective approach to source hard-to-fill candidates for your companies.

A common aspect of the New Year is a plan of self-improvement. Many of us hope to become better or make changes in various parts of our lives. It’s the perfect time to start over, wipe the slate clean, renew our commitments, refresh our agendas, take charge of our future and plan our ascent the next level.

We saw the value of empathy skyrocket in importance and implementation across the workplace more than ever in 2020. 2021 must build on that momentum. Leaders must establish a foundation of compassion and empathetic leadership in order to drive opportunity for employees.

There’s one important thing that doesn’t get said often enough in business: there’s a significant return on investment, or ROI, that companies can receive by supporting non-profits and socially focused businesses.

It can be daunting to continuously hear year after year about the changes and evolution within the equipment finance industry, let alone the focus upon the imminent arrival of the digital transformation era. Change is not only required, but is essential for surviving and flourishing in the equipment finance industry over the next several years.

Having a stable of resources or advisors does not compromise leadership, independent thinking or decisiveness or slow down the process – in fact, it strengthens all four areas, models responsible behavior, helps channel ambition and represents intelligent, front-end investment for long term gain.

Advancing yourself in your current career or to a more lucrative and rewarding position, requires hard work and dedication; but it does not always require a lot of money or formal education – just dedication and the right mindset.

For many independent equipment leasing companies, qualifying for a bank line of credit to fund balance sheet portfolio is a great way to build company value and long-term income at a relatively low cost of capital. However, going through the process of securing a bank facility for the first time can be an overwhelming process.

Like everything, the annual holiday office party will look unusual this year. Big events, large groups of people, and in-person office work have been denied and therefore, employers are considering new ways to celebrate offline and virtually.

The depth of our bench is dwindling as experienced players retire or move on to other things, so the number of people available to handle the tough situations is getting smaller. While our veterans inspire great confidence, the same cannot be said of our younger, up-and-coming players.

Mentoring is how a business passes its culture from one generation of leaders to the next. It’s how we motivate, encourage and educate those with the aspiration of advancing their professional opportunities. If done correctly, mentoring is just as beneficial for the mentor as it is for the mentee and provides the opportunity for two-way learning.

Have you ever wondered if your competencies reflect the best you and what you want to offer? Or are they skills you developed out of necessity, habit, reputation, education, training, expectations or needs of others?

Hiring to fill a role is an important decision that if executed incorrectly could cost time, money, resources, and potential customers, as well. By following these tips, you're likely to hire a suitable candidate that will check all of the boxes and thrive at your organization.

There is a variety of combinations of time and place that competent leaders will engage to establish a productive work environment. Leaders must be empathetic and open to listening to individual needs to develop creative solutions moving forward.

Continuing our series on the different channels, this edition of Talent+ will focus on companies that service the vendor (sellers of equipment) channel as their sole or main avenue of generating business.

You’re never hiring just for tactical skill application. While hiring a new senior leader, there are plenty of things to consider that exceed surface level skill capabilities.

Organizations are working to create new positions to increase the company’s value add while striking a balance between structure and innovation.

How do you hire more A-level executives? The selection and hiring process for executive-level positions has the potential to make or break a business. The competition is fierce to recruit and retain industry top talent. We have compiled a list of tips to help you master the art of attracting talent and talent retention for top executives.

Within equipment finance, lenders/lessors use various channels to generate business. Molloy Associates recruiters focus on the equipment finance go-to-market strategy and skillsets required for sales roles in this channel.

Along with a new normal and looming uncertainty are new challenges for employers to find new and creative ways to maintain their relationships with furloughed employees and actively engage them.

Within equipment finance, lenders/lessors use various channels to generate business. When looking for a position within the equipment finance industry, understanding channel fit is critical.

To many companies' surprise, at the onset of the pandemic adapting to remote work was less painful than many expected. Prior to working from home, remote work was met with great hesitation and suspicion. While showing up and bringing creativity to the office is irreplaceable value, companies are discovering new ways and opportunities to drive productivity from the home office. What does that look like? A four day work week.

Millions of Americans are back on the market and looking for jobs. What does this mean for employers? It's more important than ever for companies to update workplace policies in order to compete for the top candidates.

“Mentoring is to support and encourage people to manage their own learning in order that they may maximize their potential, develop their skills, improve their performance and become the person they want to be.”

The stakes are much higher when companies are looking to hire an executive. By default, executive roles are leadership roles; which means there is little room for error in the onboarding process. After all, executive hires are very different from hiring entry-level employees.