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C-Suite Executive Search

The Ultimate Hitchhiker’s Guide to C-Suite Executive Search: A Roadmap with a Twist.

So, you’ve decided to embark on the interstellar journey of finding a new C-suite executive? Buckle up, because this isn’t your average executive search; it’s a cosmic quest for leadership that requires wit, wisdom, and a strategic navigator.

  1. Understanding the Galaxy of Skills Required:
  • The New C-Suite Cosmos: Gone are the days when being a financial wizard or an operational overlord was enough. Today’s C-suite needs to be as versatile as a Swiss Army knife at a camping convention.
  • They must be people whisperers, strategic thinkers, and innovation gurus. According to some wise folks at Harvard, it’s less about the industry expertise now and more about emotional intelligence and adaptability.
  1. Crafting Your Spaceship (The Search Strategy):
  • Aligning Stars: First, align your organization’s goals with the executive’s potential trajectory. Remember, only about 39% of leaders feel their C-suite is really on board with the organizational purpose, so make sure your candidate isn’t just hitching a ride but knows the destination.
  • The Skill-Set Constellation: Ensure your C-suite composition reflects a galaxy of skills. Diversity in experience isn’t just nice; it’s necessary. Think of it as assembling the Avengers, where each member brings a unique power to the table.
  1. The Search Beacon (Recruitment Process):
  • Personalized Outreach: Like sending out a distress signal that actually intrigues the hero, your approach should be personalized. Highlight how they can make an impact, not just fill a seat.
  • Avoiding Black Holes: Don’t get sucked into hiring based solely on past titles. Remember, as Sam Altman might tweet if he were tweeting, values first, aptitude second, and skills third.
  1. Navigating the Nebula (Transition and Onboarding):
  • Vision Crafting: Just as you wouldn’t start a road trip without a map (or a galaxy without a guide), ensure your new executive crafts a vision. This isn’t just about what to do but also what not to do.
  • Team Integration: Most successful transitions involve keeping the original team mostly intact, like keeping the crew of your starship. Change too many parts, and you might just end up with the ship of Theseus in space.
  1. Engagement with Alien Life Forms (Stakeholder Management):
  • Think Like Them: Adopt the C-level mindset. If you were an alien (read: executive), what would make you want to colonize this planet (company)? Insights, opportunities, and benefits, not just features.
  1. The Ongoing Voyage (Continuous Development):
  • Coaching for the Cosmos: Even the best navigators need to update their star charts. Executive coaching can help address everything from imposter syndrome in space to navigating the asteroid fields of corporate politics
  1. The Humorous Hitchhiker’s Note:
  • Remember, in the vast universe of corporate leadership, humour is your best companion. It’s like the infinite improbability drive; it gets you through the most unexpected situations.

The New Hire – Are they really who they say they are?

Andrew Flanagan

Do you remember when Myer hired Andrew Flanagan their new GM of Strategy and Business Development?

“Barely a week after trumpeting the appointment of Andrew Flanagan as general manager – strategy and business development, Myer has terminated his position after just one day in the job upon discovering that he was not the man he said he was.”  https://www.afr.com/business/myer-fires-new-recruit-andrew-flanagan-over-fake-rsum-20140624-jgq7c#ixzz3qTeDNIZX

Above is an example of this happening at an executive level within a large listed business.

Having managed a specialist recruitment company in Sydney, Australia for nearly seven years now, I have encountered countless situations where the employee interviewed is simply not the employee that turns up to work on day one!   Or perhaps they do but after day ten, twenty or ninety they morph into a different being.
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Australia has talent BUT how do you attract it?

Australias Got Talent

Do you ever wonder why you always hear about certain companies attracting the best talent in their industry and wonder why your company isn’t doing as well? There are a few key attributes, qualities and processes that companies who attract the best employees have…… Read More

Why your business should be recruiting / headhunting ‘an outsider’

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“Surely promoting an existing employee would be cheaper?”

“We’ve spent money training, mentoring and teaching our current staff – what benefit will someone with little to no understanding really bring?”

“We should be promoting and recruiting from within our own ranks.”

“Why would I consider a new employee with experience that isn’t our field?”

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