Thinking

➢ Specialization and Off-Limits Blockages

Ethical industry standards (and common sense) prohibit search firms from recruiting from existing client companies. These clients are off limits. So companies engaging search firms need to know a search firm’s off-limits blockages vis-àvis the list of target companies from which they want the firm to recruit. If an aerospace company wants to recruit from within their industry, it should ask search firms if they have aerospace clients from which they cannot recruit.

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➢ Better Search Metrics

It’s time to rethink traditional measures of search firm performance to better reflect and manage accountability.

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➢ On Confidential Searches

Keeping an executive search confidential while still contacting the numbers of sources and potential candidates to prosecute the search fully presents a special challenge to executive recruiters and their clients.

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➢ Search Progress Reports

Few clients make specific requests of search firms in terms of progress reporting and we think more should.  While the focus is on a finalist slate of candidates, nevertheless there is much to be gained from more detailed reporting.

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➢ The New Talent Challenges

The US is now the greatest net exporter of talent.  Offshore competition is a relatively new threat on the horizon that many manpower planners haven’t yet factored into the talent equation.

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➢ Interviewing 401: Zero Defects

Best people win, so a critical executive skill is the ability to find and hire “best” talent. There is no reason for a performance bell curve in any business group. They are either all great people functioning at a high level, or they aren’t. To ensure consistency in hiring great performers and avoid hiring mistakes, there are just a few issues to be aware of and evaluate.

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➢ Marketing DNA in R&D Leaders

R&D today is linked to business strategy, and is therefore at the forefront of achieving commercial objectives. For innovation to thrive in an organization, it requires leaders that are now more than just great scientists.

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➢ The Other A Players

Talent is where you find it, and thinking inclusively can greatly expand the available search universe of qualified executives.

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➢ On Social & Self-Awareness

David Rock’s landmark work on “Managing with the Brain in Mind” shows that the brain is hard-wired to evaluate for potential threat first.  Push threat buttons in your communications with employees and they will not hear a word of your message, and will go away worried.  David shows how leaders can avoid this trap.

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➢ On Psychometric Testing

For clients interested in formal testing as part of their executive assessment process, we are certified administrators for and recommend the Big Five Profile from the Center For Applied Cognitive Studies (www.centacs.com).  The profile measures competencies and the degree to which they come naturally or require focussed attention to master.

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