Caroline Grayson from Coke and Carol O'Driscoll from Archer Search run a session on exec search techniques and methodology at our Building Capability Conference 2012
Vati is one of India's largest recruitment company, bringing to the table a domain specialist team, robust technology platform and an extensive network of sourcing hubs.To help improve our clientele's productivity & Scale further , we now introduce "QuickHire",a service aimed at simplifying the recruitment process by bringing Technically & HR Qualified shortlisted candidates who are fit to join your organisation.
The sourcing function in any company is an important one. I like to call it the engine that drives your hiring. From an RPO perspective (or sourcing team for that matter), you can’t afford to be building your car while you are driving it down the road. In this webinar, I will discuss some strategies around the sourcing function to give you ideas on how to build or enhance your sourcing team, roadblocks to be aware of and lessons learned from my experience. We will look at scenarios on what works and what doesn’t. From a tactical standpoint, I will discuss some tools/resources that are instrumental in a sourcing department as well as some insight into what job boards, databases, and data mining tools work best. Every company is not the same and will need to evaluate what works best to attract the right type of candidates. Recruiters can be more efficient and productive when they have a strong sourcing team aligned correctly to the business. It allows them to focus more on ensuring the right candidates are being put in front of your hiring teams and less time is spent on interviewing.
Vati is one of India's largest recruitment company, bringing to the table a domain specialist team, robust technology platform and an extensive network of sourcing hubs.To help improve our clientele's productivity & Scale further , we now introduce "QuickHire",a service aimed at simplifying the recruitment process by bringing Technically & HR Qualified shortlisted candidates who are fit to join your organisation.
The sourcing function in any company is an important one. I like to call it the engine that drives your hiring. From an RPO perspective (or sourcing team for that matter), you can’t afford to be building your car while you are driving it down the road. In this webinar, I will discuss some strategies around the sourcing function to give you ideas on how to build or enhance your sourcing team, roadblocks to be aware of and lessons learned from my experience. We will look at scenarios on what works and what doesn’t. From a tactical standpoint, I will discuss some tools/resources that are instrumental in a sourcing department as well as some insight into what job boards, databases, and data mining tools work best. Every company is not the same and will need to evaluate what works best to attract the right type of candidates. Recruiters can be more efficient and productive when they have a strong sourcing team aligned correctly to the business. It allows them to focus more on ensuring the right candidates are being put in front of your hiring teams and less time is spent on interviewing.
Build, Buy or Rent? Leveraging Talent Analytics to Plan for Tomorrow’s WorkforceHuman Capital Media
Do you know the skills and types of workers you need for tomorrow? How do you decide if you should hire a contract worker, transition a baby boomer to part time or hire a new employee? Join Stacia Garr, senior analyst with Bersin & Associates, for her discussion of the tools organizations can use to more effectively identify talent needs, how organizations use that information to develop a strategy to fill talent gaps and the benefits and drawbacks of different talent sources necessary to execute that strategy.
After attending this session, listeners will understand the value of workforce analytics in mapping talent needs to organizational strategy and objectives and specific approaches to doing this effectively. You will know the risks and rewards of build, buy and lease talent strategies and have examples of how to do each effectively.
#FIRMday 15 May 2014 ISV Software 'Using Testing to Identify Top Talent'Emma Mirrington
Amanda Davies of ISV Group will talk to us about ‘Using Testing to Identify Top Talent’. How do you find the ideal people to fit both your job spec and your culture? You need to pinpoint quickly who the more competent individuals are. But what are the biggest pitfalls to avoid?
Build, Buy or Rent? Leveraging Talent Analytics to Plan for Tomorrow’s WorkforceHuman Capital Media
Do you know the skills and types of workers you need for tomorrow? How do you decide if you should hire a contract worker, transition a baby boomer to part time or hire a new employee? Join Stacia Garr, senior analyst with Bersin & Associates, for her discussion of the tools organizations can use to more effectively identify talent needs, how organizations use that information to develop a strategy to fill talent gaps and the benefits and drawbacks of different talent sources necessary to execute that strategy.
After attending this session, listeners will understand the value of workforce analytics in mapping talent needs to organizational strategy and objectives and specific approaches to doing this effectively. You will know the risks and rewards of build, buy and lease talent strategies and have examples of how to do each effectively.
#FIRMday 15 May 2014 ISV Software 'Using Testing to Identify Top Talent'Emma Mirrington
Amanda Davies of ISV Group will talk to us about ‘Using Testing to Identify Top Talent’. How do you find the ideal people to fit both your job spec and your culture? You need to pinpoint quickly who the more competent individuals are. But what are the biggest pitfalls to avoid?
An informative presentation delivered at the SLA Annual conference in 2010. The aim was to provide an introduction to Market Research and Knowledge Management as possible career paths for professional librarians seeking potential career change.
#FIRMday Manchester 4th March 2020 - Pass Technology: 2020: Transforming the ...Emma Mirrington
Candidate Experience, has been a top HR buzzword for years – but what are we really doing
about it, and how are we really building great Candidate Application Experiences?
In this session, Holly Hare-Scott, Pass Technology and Jason Saunders, Computacenter will
take a deep dive into building memorable Candidate Application Experiences and show you
how to continually optimise them in your organisation.
Learning Objectives:
• What are Candidate Application Experiences?
• Why these first candidate interactions are so important...
• Building a world-class Candidate Application Experience from scratch
#FIRMday Manchester 4th March 2020 - Recruitive: Is Your Careers Website Fit ...Emma Mirrington
In this session Stephen Day, Sales Manager and Victoria Creamer, Principal Consultant at
Recruitive will discuss how to attract the best candidates with a great looking and engaging
careers website while retaining essential recruitment functionality.
• Is your Careers Site attractive and Engaging for Candidates?
• How do you Drive Traffic to your Careers Website?
• Is your website optimised correctly for search engines?
• Does your website connect to Google Jobs?
• Does your website promote and retain your brand?
• Does your ATS seamlessly integrate with your careers website?
#FIRMday Manchester 4th March 2020 - Jobtrain: Talent Acquisition and your te...Emma Mirrington
Join Giles Heckstall-Smith as he shares his experience and inside knowledge on:
• How TA tech fits into a resourcing strategy and realising its full potential
• How to measure the true ROI of recruitment technology
• How to procure the right solution with confidence
• Setting yourself up for success – aligning with stakeholders and creating productive partnerships
with your provider
• Product roadmaps, integrations and development – making sense of it all!
Join Neil Armstrong, Commercial Director at TribePad as he discusses key questions such as:
• Are tech firms with artificial intelligence going to nick my job?
• Which recruitment tech is actually going to help me and my company in 2020?
• How do I get the right balance of humans and technology in our recruitment?
#FIRMday Bristol 5th February 2020 - Member session: Customer Services Recrui...Emma Mirrington
Changing a process with volume recruitment can be a significant challenge for most businesses and most of us can identify with some of the key challenges of poor quality candidates, lack of candidates and high drop out rates, to name but a few. Join Kevin & Daisy as they talk through the Customer
#FIRMday Leeds 27th November 2019 - Prospects: Graduate Labour Market Trends Emma Mirrington
Chris Rea from Prospects will be presenting valuable insights into the graduate labour market, including some of the myths that surround university and graduate jobs, issues around graduate migration and social mobility, and regional trends for your area.
#FIRMday Leeds 27th November 2019 - Jobtrain: How to super-charge your talent...Emma Mirrington
We'll explore 4 key areas of recruitment and how technology can help boost your Connection and Engagement.
• Job adverts for 2020 and beyond
• Reaching an audience using people power
• Inspire, inform and engage your future hires
• Exploring the black hole of pre and onboarding
#FIRMday London 6th November 2019 - Rachel Dalboth: Well-being and its role i...Emma Mirrington
The life of recruiter can be a demanding one. Juggling hiring managers, candidates, tools and ever evolving techniques – how often do we pause and think about ourselves? In this session with our very own Rachel Dalboth, we reflect on the importance of well-being and how it should be seen as a key ingredient in the mix of being a great recruiter.
#FIRMday London, 6th November 2019 - Dave Hazlehurst: Employer brand in 100 daysEmma Mirrington
We believe that if companies and people as individuals know the best fit for themselves, then matching them together is easy.
An effective employer brand should be the number one priority of every competitive business because the people behind your brand are your competitive advantage.
The experiences and the feelings you create are the measurements of who you are as an organisation and this goes way, way beyond the candidate experience.
This is your employer brand experience.
During this session we’ll cover:
• The process we follow to develop a strategic employer brand and EVP to help you stand out
• What we’ve learned from working with some of the biggest global brands
• How to go about uncovering your employee’s insights and human’s truths
• Turning your employer brand and EVP into activation and how to keep it alive
#FIRMdayCambridge9/9/19 - Be the CEO of your career - Katherine RayEmma Mirrington
Do you find yourself in a career cul-de-sac? Would you like to take control of your development? Are you struggling with a clear vision for your future career?
We are cobblers children; we spend more time focusing on other people’s careers than our own. Now is the time to take action and start being the CEO of your career.
During this 30-minute session Katherine will look at the key components of a future-proof career in a world which is requiring us to work longer and to constantly reinvent ourselves. She will look at some beliefs about careers and explore some tools and techniques to enable you to create a vision for your career.
#FIRMday Cambridge 9/9/19 - Internal mobility insights presentation Emma Mirrington
Emma Mirrington reveals The FIRM’s latest research into internal recruitment. We explore members current approaches to internal recruitment, whether they are pro-actively practicing internal mobility and of those who are, is it working?
#FIRMDay Cambridge 9/9/19 - Reed: Inclusion, Diversity & Belonging What UK wo...Emma Mirrington
Brand new research & jobseeker insight from reed.co.uk shares what UK workers feel around inclusion & diversity actions, as well as how REED aim to cultivate belonging across the organisation.
#FIRMday Cambridge 09/09/19 - Prospects - East of England Labour MarketEmma Mirrington
Chris Rea from Prospects presents valuable insights into the local labour market, including some of the myths that surround university and the graduate jobs market, issues around graduate migration and social mobility, and regional trends for the East of England
If you received your message what would you do with it? Do you even ponder this before you hit send or leave your voicemail? Tech has given recruiters all of these tools to spam candidates in 100 different ways, but if just sending a message worked we wouldn’t be seeing such a drop in response rates. So why is it happening? Why is candidate ghosting now a thing? In this session you’ll discover:
• How candidates have turned the tables and why it’s costing you that great hire
• What you can do to improve your response rates and attract candidates more effectively
• How to stop candidate ghosting!
#FIRMday Manchester 25th Sept 2019 - TribePad: Contract v Perm – How to consi...Emma Mirrington
Join Tom Beale, Recruitment Advisor at Medical Protection Society to discuss: • Internal utilisation and perception of contractors (specialist projects, BAU resource management, contingent seasonal working) • Contractor availability considering the external factors influencing contractor market (Gig Economy, Flexibility, Portfolio careers, IR35, Recruitment Agencies/ Direct Hire recruitment teams) • Permanent retention and development to stretch staff and the attitude towards contractors having the ‘rock star salary’ and ‘all the exciting jobs’
#FIRMday Manchester 25th Sept 2019 - Xref: The great debate is reference chec...Emma Mirrington
Join Xref’s GM, Robin Clarke and panel guests for what is set to be a lively debate about the value and place of reference checks in recruitment today. Are reference checks providing any real insights and value? What are the risks of not reference checking our new hires? How are big businesses around the globe doing it... or are they not?
#FIRMday Manchester 25th Sept 2019 - Jobtrain: Can technology help deliver a ...Emma Mirrington
One of the most significant changes facing recruitment is the rapid development of tech and the overwhelming choice available, but can it actually help us to be more human?
Join Giles Heckstall-Smith from Jobtrain to explore and reveal how technology can deliver the ‘3 Es’: Empowerment, Engagement and Efficiency to give us more time, ways and opportunities to connect with people.
#FIRMday Manchester 25th Sept 2019 - Totaljobs: Candidate attraction and the ...Emma Mirrington
The UK’s increasingly mobile workforce puts employers based in the North in a good position to expand their talent pools beyond their local area. Benefits of living and working in the North include lower living costs and better worklife balance – so how can employers utilise this to promote their employer brand? Totaljobs will be delving into our research on the rise of the Northern Pound to look at this further.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
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Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
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RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
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In the European Union (EU), two significant regulations have been introduced to enhance the safety and effectiveness of medical devices – the In Vitro Diagnostic Regulation (IVDR) and the Medical Device Regulation (MDR).
https://mavenprofserv.com/comparison-and-highlighting-of-the-key-differences-between-the-mdr-and-ivdr-in-the-eu/
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As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Building capability 2012 - Exec Search Techniques & Methodology
1. Executive Search
Techniques and Methodology
Presented by:
Carol O’Driscoll, Director, Archer Search
Caroline Grayson, Head of External Talent Sourcing, The Coca-Cola Company
The FIRM Conference
September 2012
Classified - Internal use
2. Overview of Session
• When to use executive search - how it differs from other recruitment strategies and
the benefits
• Overview of the search process
- search methodology
- case study
• Q&A session
Classified - Internal use 2
3. When to use executive search
Classified - Internal use 3
4. The Market Today
• Challenging economic times; negative economic news around globe.
• Reduced talent demand globally causes increase in talent supply.
• Current realities cause individuals to believe talent is easier to find and attract.
If focus remains
only on active job
seekers, we miss
half the market
for talent
Classified - Internal use Source: Building Talent Pipelines,
Recruiting Roundtable
5. The best talent is often the hardest to find & attract
Prospect Types Difficulty Value Recruiting Tactics
(1) Active - Unemployed Easy Riskiest to hire, may have left Internet postings
and actively seeking a previous role truly on own accord
position or may be a potential performance Networking and referrals
issue.
(2) Passive - Employed Moderate Prospect willing to explore other Internet postings
but open to a position opportunities
Networking and referrals
Prospect may be disenchanted
with current employer Contingent and Retained Search
Firms
(3) Relationship Difficult Any company’s most prized Contingent & Retained Search Firms
Focused- Employed, employees and typically the high
happy, & not seeking potentials Networking and referrals
external opportunities Internal Executive Search
Classified - Internal use 5
6. The Value of Internal Search
External Search Firms vs. Direct Sourcing Model
Consultant managing multiple clients Dedicated internal expert
Limited/Narrow exposure to Coca-Cola Understanding of the Coca-Cola system and culture
Restricted by off-limits policies Unrestricted access to worldwide talent pool
Market intelligence reused for other clients External market intelligence ‘owned’ by Coca-Cola
Short term motivation Long term motivation
Build own firm reputation Build Coca-Cola employer brand
Motivated to fill immediate hiring needs Pipeline building ahead of Open Requisitions
6
Classified - Internal use
8. Client Briefing
Target List Long List Short List Client
Spec Interviews
Identification Callibration Interviewing
Definition
with Client Formal
Establish Sourcing Due Diligence Referencing
Third party
timelines and Approaching references Hire
deliverables
Classified - Internal use
9. Leads to the best candidates – not just good
candidates
Enables a focussed fast start – likely to
produce a strong short list- less likely to
lead to second and third slate of candidates
Better use of time – be most productive
Reassures the client that you have a plan
that matches their strategy
Archer Search Limited
Classified - Internal use 9
11. • Structured and prioritized list of target organizations
• Prioritized roles within the target companies
• Focus on Organisational structures
• Client agreement and buy in from the outset
Archer Search Limited
Classified - Internal use 11
12. Clear focus
on targets
Helps build Transparency
network for of market
future coverage
Clear Road
map if the Client
search hits reassurance
problems
Archer Search Limited
Classified - Internal use 12
13. Industry
Sector
Geographic
Ownership
Scope
Size and
Complexity
Culture Products
Off Limits
Archer Search Limited
Classified - Internal use 13
15. Search firm does Can lead to Pressure for fast
not meet client unclear briefing at start
Does not have search firm •starts work without
chance to: •Not enough time clear brief
•Consultant thinks •Lack of focussed
• get feel for client telepathically target list
need/culture •Too many calls
•Does not know all the
•Chance to ask answers – but won’t •Good but not the best
research related reveal this! candidates
questions •Search takes too long
•Team lacks calibration
•Describe client points to ensure on •Restart needed
effectively on calls spec candidates
Archer Search Limited
Classified - Internal use 15
16. Search firm takes Agree Target List with
Initiative Client
• Does background research on • Agree on “concept candidates”
client • Identify relevant sources and
• Identifies market trends/issues prospects quickly
• Identifies “concept • Make targeted calls
candidates” – to calibrate with • Report feedback to Consultant
client quickly
• Suggests and agrees timeline • Flag any potential
with Client issues/challenges
Archer Search Limited
Classified - Internal use 16
18. Reason for the Key responsibilities Key Challenges of
role? for the role the role
• New role • P&L • Turnaround?
• Internal • Management • Growth Agenda?
restructuring? remit
• Replacement – if • Reporting
so why? Structure
• Functional remit?
– marketing/sales
• Business
Development?
• Years of
experience
needed
• Progression
Opportunities
Archer Search Limited
Classified - Internal use 18
19. Geographic Responsibilities Concept Candidate
• Area covered • Does the client have an ideal
• Amount of travel required profile in mind?
• Personality fit with the Client-
• Relocation? what personality would fit best
with the team?
• Which companies does the client
admire – or not?
Education/Professional
Specific Competencies
Qualifications?
• Leadership
• MBA
• Strategy
• Cultural Awareness • Cert Eng
• Executing for Results • FCA
• Driving change • Languages?
• Functional Knowledge
Archer Search Limited
Classified - Internal use 19
22. Centre target
direct
competitors
Companies
who interface
with the client
Lateral sources
of candidates
Archer Search Limited
Classified - Internal use 22
23. Allianz Boots
Glaxo SmithKline
Coca Cola
Diageo
Heinz
Unilever
Procter & Gamble
Colgate Palmolive
Reckitt Benckiser
Gillette
Tesco
Apple
Google
Visa
Ikea
Archer Search Limited
Classified - Internal use 23
24. Geographic Scope Scale
Of company Financials
Of role People
Geographic Breakdown Profitability
Where are key challenges? Size of division
Size of parent company
Ownership Culture
Publicly Quoted Hierarchy v Matrix
Private Equity Academy Companies
Family owned Consensus building?
What would be best fit? Which does the client admire?
Archer Search Limited
Classified - Internal use 24
25. Sector Products
Market Leader Core products
Competitor Companies Related Products
-Competition clauses? Brand Profile
Lateral thoughts International brands
Off Limits
To client
To Search Firm
Archer Search Limited
Classified - Internal use 25
27. Complete
identification Targeted
within target Agree target
sourcing to
companies prospects with Make approach
establish most
Consultants and calls
Via ID/desk relevant
who calls who
research and prospects
sourcing
Archer Search Limited
Classified - Internal use 27
28. Ensure you connect all the pieces
Use teamwork to make it happen!
Archer Search Limited
Classified - Internal use 28
29. Always use a well
defined search
strategy
When search goes Use the search
astray, revisit the strategy criteria and
search strategy framework
Define prioritized Develop a list of
target roles within target segments and
target organizations organizations
Ensure search
strategy is agreed by
consultant and client
Archer Search Limited
Classified - Internal use 29
30. Responsibilities Attraction Reason for the
• Total • Compensation role
revenues/budget (base, bonus, • Reason for vacancy
• Reporting lines equity, pension)
• Confidentiality
(solid and dotted • Career progression
• Impact of company
line) • Title strategy –M&A?
• Total number of • Location • Internal candidates
people reporting to • Broadening
him/her skillset/experience
• Geographic Scope
• Key challenges
Archer Search Limited
Classified - Internal use 30
31. Business Organization
History Organizational
Structure Other Issues
Financials
Direct Reports Off limits to client
Subsidiaries and Search Firm
Management team
Place in the Culture Current Company
market Strategy/News
Diversity policy Future plans
Key competitors
Products/Brands
Strategy
Ownership
Archer Search Limited
Classified - Internal use 31
34. Conferences Professional
Speakers Organisations
Companies Member companies
Sponsors e.g. “50 Golden
Brands” Marketing
Society
Committee
Professional organisations can be a quick Members
Source of relevant sources and prospects
Award Winners
Market Themes and
Issues
Archer Search Limited
Classified - Internal use 34
35. Know your market
Brainstorm
Peer Listing from resources e.g. OneSource,
Dow Jones Companies and Executives
Competitor Intelligence Reports
Market Research
Analyst Reports
Newspaper Stories quoting market leaders
e.g. Guardian Media reports
Lateral Thinking
Similar or related markets which could produce
“left field “ prospects
Archer Search Limited
Classified - Internal use 35
36. Thinkabout the sources of information
What are the sources of the information
Are they credible?
Can they be verified
Is there a political/hidden twist?
Document potential challenging issues for
due diligence to follow up
Archer Search Limited
Classified - Internal use
Archer Search Limited 36
37. Overview of the search process –
Coca-Cola Case Study
Classified - Internal use 37
38. Research to determine search strategy and target list
….both Coca-Cola and Pepsi-Cola saw current
value sales decline in non-cola carbonates and
other product areas due to strong price competition
from economy brands and private label products”
Leading domestic players such as Maspex also
began to invest more in new product development
and marketing towards the end of the review period.
Euromonitor. Soft Drink Market Poland
In-house advantage!
Access to industry
reports
Classified - Internal use 38
39. Marketing Activation Director Poland
Draft Target Company List
The search strategy covers 2 main areas:
Leading multinational fmcg companies with significant operations in Poland.
Leading domestic players in Poland. In these companies I will target executives who also have
experience in navigating a complex international organisation.
In addition, I will search for Polish expats who are open to relocate back to their home country.
FMCG Multinationals Domestic players
Carlsberg FPH Marwit
Colgate Palmolive Herbapol
Danone (Zywiec Zdroj) Hoop
Kraft (+ Wedel) Maspex
L’Oreal Naleczow Zdroj
Mars
Nestle
Pepsico
Philip Morris
Procter & Gamble
Reckitt Benckiser
Unilever
Classified - Internal use 39
40. Identify sources and prospects
When calling sources
try have some names to
prompt them.
In-house advantage!
Source our own
employees
Notes on size
/scale market
positioning etc
Classified - Internal use 40
41. How to find sources & prospects
Speaker lists from
conferences
Press releases
Classified - Internal use 41
45 mins sessionWho we are – quick run through of the sessionPlease note down questions and we’ll open the floor at the end
Exec search is not the right strategy for all positions however we do know that traditional recruiting only reaches 50% of the labour market -- the active job seekers.Passive talent does not always take advantage of networking opportunities like LinkedIn -- only 14%Those employed are staying at current companies in the uncertain economic times (talent harder to recruit).Additional interesting point is that acticve job seekers continue this behaviour and are more likely to become active job seekers in the future, leading to higher staff turnover.
So we use a number of different recruitment strategies to fill our open positions. And where we have senior, critical roles (for KO this is marketing) where we know that the prospects are relationship focussed we use exec search as I guess many of you do – we just happen to have built a global inhouse search this capability.
Our internal search team gives us a number of benefits vs a search firm.Of course there are occasions, maybe a niche role, issues of confidentiality where we still use search firms and the methodology we use (given that our team all have search industry experience from the likes of RRA, KFI, SS) is exactly the same.So carol, who has trained many in the art of search over the years is going to now explain the methodology and afterwards I’ll share a real life example from Coke.
Too many hand offs:Within client organization, e.g. from the line to HR, from one region to anotherWithin search firm e.g. across offices or from Partner to Executing Associate.Too many or wrong targets
Illustrate with what client typically thinkingWhat consultant typically thinking – BD, fees, strengthen relationshipResearchers should go prepared to briefing meeting with consultant – do background on potential client, read any internal documentation re business pitches etc. Researchers should go prepared with at least 3 key (ethical) questions to ask
Ideal candidates= Branson, knows what customers want- branding, Oprah, diversity, successful, Stephen Fry – intelligent, diversity, Dalai Lama- integrity- trustworthy? Madonna- visionary, reinvention, new thingsDefine the spec but try and be realistic and guide the client accordingly
Free v other information resourcesLogicon and brand channel provide conferencesEuromonitor speciality sourceMessage is use a mix of different sources to pull together information
Reference to Guardian means stories listing leading companies in market- also mention other broadsheets eg Daily Telegraph. Make point that Times and FT charge for content
Example of Indian office using unverified Wikipedia information for BD visit – need to verify sources of information. Critical Awareness.
Case studyOpen position – marketing dir poland – – wanted a local so looking external for talent - fix briefing call with hiring managerBefore briefing did some basic research on the market in Poland – who are major players etc Euromonitor reports – software , consumer goods etc – which your company may already subscribe to (industry insights part of M&A at KO)after briefing define target list – so again using reports and web research I built target list by reading market reports – in-house advantage! Also looked at the websites of the target co’s for additional info – some list exces on their site too.
Built target list of both multinationals and domestic players.In Poland we have a great reputation
This my own working doc – don’t share this with the HM – a structured way to make sure I’ve covered every company.Methodically work through each company – finding sources , propsects – other relevant info.Always useful to remember scale/size etc of target co’s – so if the target co is the market leader, maybe I’d target a marketing mgr not marketing Director or in a smaller local player maybe a marketing dir would see a MM role at KO as a step up.
Use linkedin more now that I’m in-house and don’t have an established database – but we are building our own.Call not inmail – engage in conversation – build network - learn about market -