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Exect Partners Group - Exect Right People

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corporate presentation of the recruitment business unit

corporate presentation of the recruitment business unit


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  • 1.  
  • 2. Exect Partners Group - are leading international & Russian experts who have come together to provide the key services business leaders need to run their organisations more effectively. We focus on improving the bottom-line performance of our clients through the effective management of one of the largest and most variable costs of any organisation: The People. Exect utilizes its international & Russian expertise and knowledge to provide the latest, proven technologies in the field of HR services - enabling business leaders to RAISE THEIR EXPECTATIONS of what is possible to achieve in their organisations. EXECT PARTNERS Rodger Holdsworth, Chairman Previously Founder of SHL Currently Founder & CEO of TalentQ Vladimir Soloviev Previously Founder of Business Training Russia Marina Novikova Previously Vice President Vimpelcom
  • 3. We provide a full range of HR services designed to help organisations : Transform B ecome an effective organisation by aligning your people with your corporate goals Attract The right talent to the organisation and become an employer of choice Develop Improve & maintain the organisation’s optimal performance for the long-term
  • 4.  
  • 5. If you decide you need different people in your organisation – those with the skills and experience to meet your business goals – then Exect can find them for you. Exect has innovative solutions that can be customised to meet the needs of your organisation and provide you with the results you need, quickly and with great value. Giorgi Chakhidze EXECT Right People Director
  • 6. Interim / Executive & Specialist Recruitment RPO Referrals External Internal Events Admin
  • 7. Recruitment Process Outsourcing (RPO) is a form of business process outsourcing (BPO) where an employer transfers all or part of its recruitment processes to an external service provider. The Business Tools Committee of the RPO Alliance
  • 8.
    • Small & Growing Companies
      • Low hiring volume doesn’t justify a full-time internal recruiter
      • Need to focus on core competences
      • Need for scalability – pay for what you need, when you need it
    • Medium-Sized Companies
      • Can’t justify the investment for the technology/ sourcing tools to find the best candidates
      • Internal Recruiters are overloaded – usually Hiring Managers are unhappy and applying pressure
      • High cost of traditional recruitment fees warrants looking at other options
    • Large-Sized Companies
      • High volume recruiting = constant HR expenditure
      • Global providers from “preferred suppliers list” are not strong enough in Russia
      • Nation wide recruitment needed = highly complex procedures
      • Decentralized and hard-to-manage recruit spending buried in regional budgets
  • 9.
    • Maps out & optimises your current recruitment processes to meet your unique needs
    • Possibility to manage all or part of the entire recruitment process
    • Ensures that investments in the development of a talent pool [database] are for the sole use of your organisation in the short – long term
    • Focuses on sources that dramatically reduce the average cost & time per hire
    • Turns fixed recruiting costs into variable costs with instant scalability or reduction
    • Boosts the HR brand of your company which, in the long-term, helps build more efficient and cheaper future talent sourcing channels
    • Manages external HR agencies [if required] that eliminates the administrative burden on your organisation
  • 10. EXECT RPO Recruitment
    • Guarantees of intermediate and final results
    • Customer owns candidate database
    • RPO can manage third party agencies
    • Dedicated team works as an extension of the client’s HR department
    • Cost per hire is managed by the provider
    • Results are often not guaranteed
    • Agency owns candidate database
    • Client manages third party agencies
    • Provider works on several projects/clients at the same time
    • Cost management is done by Client
    + 6. KPI’s are set in advance & recorded in the SLA 7. Transparency & measurability clearly reported in customized reports
  • 11.  
  • 12.  
  • 13. The rapid hands-on resolution of business problems by highly experienced senior executives hired on a short-term basis Interim Management Association
  • 14.
    • Typical Business situations:
    • Crisis/change management
    • Departure of key senior staff member
    • MBOs , IPOs, M&As
    • Project management
    • Typical Worldwide Interim Assignment Reasons:
    • Program/Project Management 29%
    • Gap Management 26%
    • Business Improvement 26%
    • Change/Transition Management 12%
    • © Interim Management Association
    • Typical Interim Roles:
    • - Special Projects 29%
    • HR 17%
    • Finance 17%
    • - CEO 15%
    • © Interim Management Association
  • 15.
    • 1. Quality:
    • Interims are usually ‘overqualified’ and bring experience to address key business issues
    • Interims are focused on results, not on career advancement
    • 2. Cost:
    • Interims can often achieve more in a shorter time span than many full-time employees or external management consulting – with less hidden costs
    • 3. Speed:
    • Interims are able to start within days - with the minimum of recruitment or termination formalities
    • 4. Flexibility:
    • Interims are sensitive to the client's culture, but not constrained by it's politics, personalities or protocols
    • Interims transfer skills & contacts to the organisation - which remain long after they have left
    • 5. Reliability:
    • Interim Managers usually have impressive & proven track records
  • 16. Executive search consulting is appropriate for hiring senior-level executives who are the right people to meet the challenges of the long-term position in question. Association of Executive Search Consultants
  • 17.
    • EXECT will recommend Executive/Specialist Search when an organisation is flexible with time and needs to recruit professionals with rare knowledge, skills or experience to fill key positions in the organisation in order to solve permanent business issues, tasks and challenges.
  • 18. Exect Right People Involvement Client’s Involvement Project Stages Week 1 2 3 4 5 6 7 8 9 10 Pre-Project Project Preparation Search & Selection Process Shortlist Presentation Client Interviews & Reviews Client & Candidate follow-up Offers & Acceptance