5. Explosive growth in social networking
Improved connectivity
Wider use of resume portals on company web-sites, and
More responsive internal referral system
…. have all contributed to the trend of
increased direct hiring
6.
7. Hiring processes may need to be upgraded
Employer need to maintain a comprehensive database of
candidates – direct approaches & through search firms
HR talent acquisition team’s skills may need to be enhanced from
being a Resume Screener to a Strategic Talent Advisor
HR talent acquisition teams may need to improve their ability to
source candidates
Hiring managers and HR recruiters may need to be trained to
assess managerial competencies
A proper reference check may need to done on direct hires
8. Hiring Processes – Perform detailed review of hiring processes &
recommend ways to upgrade them. The review will cover:
Resume screening skills
Internal referral system
Process for setting up interview panels & focus of each interviewer on panel
Job Spec documents and Key Candidate Attributes
Assessment of competencies
Knowledge base of the talent market
Candidate Database - We have in-depth experience of how
major global search firms manage their data, which can be
utilized to guide employers to upgrade & manage their databases
Need to have comprehensive profiling of candidates & storage of all data
Database could be linked to resume portal and recruitment agencies
Tracking of all candidates to be done through this database
9. Training
HR Talent Acquisition team – we can utilize our expertise in C-suite
level selection to conduct workshops to enhance the effectiveness of the
Talent Acquisition Team
Interviewer Skills Training for HR Recruiters & Hiring Managers
– we can utilize our expertise in C-suite level selection to conduct
training programs to enhance interviewing skills, including competency
based interviewing techniques
Independent Reference Checks
External agency ensures confidentiality and impartial feedback
360 degree and detailed competency based reference checking process
that can be very effective
Reference checks will be conducted by former C-suite level
professionals who have industry and/or functional expertise
10.
11. Workplace Executive Coaching
For high-performing managers
Coaching today is less about fixing problems and more about
enhancing the performance of valued senior management executives
Typical engagement is 6 to 12 months
Transition Coaching
Induction of a new C-suite hire
Transition of newly promoted senior manager, especially when it is a
move that needs a transformation of working style and thinking
Return to India transfer – such executives have to cope with quickly
transitioning into a job role and his family settling into a new country
Typical engagement is 3 to 6 months
12. Out-placement
Personalized service that is tailor-made for the senior manager being
out-placed
Benefits - Projects positive image externally to customers & investors
and internally to staff. Clear message that company cares when
attracting future employees. Ensure affected staff are supported
through career transition. Helps reduce individual's negative emotions
Typical engagement is 3 to 6 months
Career coaching
Focus at senior management who are at a crossroads in their career
Sector agnostic and tailor-made approach with time-lines
Typical engagement is 3 to 6 months
13.
14. Assessment of internal talent for top job or a C-suite level
position
Assessment of senior management talent in an M&A
situation
Assessment of the top management team in a potential
investee company for a private equity firm
15.
16. Very selective focus
Will not conflict in any way with Coaching or Assessment Services
offerings
Thorough research and rigorous assessment of candidates
17.
18. Founder of FrontRunner Career Advisors
Senior management Over 25 years of prior Education:
executive search (2004 -10) managerial experience: • MBA from Indian
• Set-up and led Financial Services • Initial career in manufacturing Institute of
and Private Equity practices in sector and moved to financial Management,
India for Heidrick & Struggles in services in mid 1980s Ahmedabad
India (2004-2009) • MS (Finance) from
• Senior team member of Standard
• Led Financial Services sector for Chartered Bank’s India investment University of Illinois at
Russell Reynolds India (2009-10) bank – 1989-96 Urbana Champaign
• Focused on Board level & senior • BNP Paribas India – 1996-98 – set • Advanced Coach
management executive search up & headed investment bank Training programs of
Results Coaching
• Successfully placed several CEOs • Next 6 years in senior management
Systems, Australia
and other CXO level professionals banking roles in Oman and Bahrain
19. Luis Moniz is based in Mumbai, India and can be contacted at:
Mobile: +91 989 251 3366
Email: luis@frontrunner.co.in
Skype ID: lmoniz56