The document provides information on leading global executive search firms and advice on engaging executive search firms. It lists the top 6 global executive search firms and 16 other leading firms. It then provides tips on when to engage a headhunter, factors to consider like public vs private ownership, and retained vs contingency search models. The document emphasizes establishing trust and a partnership between the client and search firm for successful outcomes.
Internal Talent Acquisition is in Danger - How to Save ItCielo
Today’s dynamic talent markets, evolving ways of working and new technologies continue to challenge internal TA. Highly optimized and automated external functions, often operated by RPOs, offer more capabilities, expertise, and flexibility at a lower cost than what’s possible with in-house talent acquisition models.
Your 2021 planning should include thinking about how best to structure your talent acquisition delivery model to support your organization. Equipping yourself with the insights from leaders who have successfully built industry-leading TA models is a great place to start.
In this webinar, Kevin Wheeler, Founder of The Future of Talent Institute, describes the current challenges internal TA functions face and explore the value RPO partnerships can provide for increasingly complex business demands. Kevin will be joined by a panel of HR executives to discuss and debate approaches to structuring internal TA, including how and when to use external providers to support your organization and increase your business impact.
In this webinar, we'll discuss:
The challenges for internal TA functions and why leading organizations are transforming to stay ahead of the curve
A framework for where and when to partner with RPOs or other providers as an extension of your team
Ideas to enhance your career by elevating the value delivered by your TA team
From ConnectIn, click through to see why the powerful combination of insights and relationships is vital to modern talent acquisition today.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Using Data to Build an Effective Talent Acquisition StrategyTALiNT Partners
The word was ‘Big Data’, and that was fine but what happens once the hype dies down?
Do you know how to get from looking at the mountains of data to implementing a data-led Talent Acquisition Strategy?
Do you have the right resources within the team to analyse and get to the insight?
HR Transformation: A High-level IntroductionThe RBL Group
HR’s potential contribution to overall business goals is traditionally overlooked. Break the traditional view of HR by changing both the form and the function.
This Slideshare explains how to transform the HR department into a value-adding player so that it can deliver on promises made to customers, investors, and other stakeholders. How can your HR department more fully contribute to the bottom line?
How To Attract & Retain High Potential EmployeesNicole Yean
What we'll look at:
- Re-looking at HiPo's definition
- Why are HiPo's important
- Major roadblocks with HiPo's
- Tools to help you identify and retain HiPo's
- Shifts in your HiPo program
- A revamp of traditional methods
Reactive to Proactive Recruitment: Managing the Phases of Change | Talent Con...LinkedIn Talent Solutions
The challenges of growth and efficiency in a highly competitive business environment mean that talent management has never been more important. This panel from Talent Connect Vegas highlights the drivers of change and shares why best in class organizations are evolving their approach to talent acquisition to create competitive advantage.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Internal Talent Acquisition is in Danger - How to Save ItCielo
Today’s dynamic talent markets, evolving ways of working and new technologies continue to challenge internal TA. Highly optimized and automated external functions, often operated by RPOs, offer more capabilities, expertise, and flexibility at a lower cost than what’s possible with in-house talent acquisition models.
Your 2021 planning should include thinking about how best to structure your talent acquisition delivery model to support your organization. Equipping yourself with the insights from leaders who have successfully built industry-leading TA models is a great place to start.
In this webinar, Kevin Wheeler, Founder of The Future of Talent Institute, describes the current challenges internal TA functions face and explore the value RPO partnerships can provide for increasingly complex business demands. Kevin will be joined by a panel of HR executives to discuss and debate approaches to structuring internal TA, including how and when to use external providers to support your organization and increase your business impact.
In this webinar, we'll discuss:
The challenges for internal TA functions and why leading organizations are transforming to stay ahead of the curve
A framework for where and when to partner with RPOs or other providers as an extension of your team
Ideas to enhance your career by elevating the value delivered by your TA team
From ConnectIn, click through to see why the powerful combination of insights and relationships is vital to modern talent acquisition today.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Using Data to Build an Effective Talent Acquisition StrategyTALiNT Partners
The word was ‘Big Data’, and that was fine but what happens once the hype dies down?
Do you know how to get from looking at the mountains of data to implementing a data-led Talent Acquisition Strategy?
Do you have the right resources within the team to analyse and get to the insight?
HR Transformation: A High-level IntroductionThe RBL Group
HR’s potential contribution to overall business goals is traditionally overlooked. Break the traditional view of HR by changing both the form and the function.
This Slideshare explains how to transform the HR department into a value-adding player so that it can deliver on promises made to customers, investors, and other stakeholders. How can your HR department more fully contribute to the bottom line?
How To Attract & Retain High Potential EmployeesNicole Yean
What we'll look at:
- Re-looking at HiPo's definition
- Why are HiPo's important
- Major roadblocks with HiPo's
- Tools to help you identify and retain HiPo's
- Shifts in your HiPo program
- A revamp of traditional methods
Reactive to Proactive Recruitment: Managing the Phases of Change | Talent Con...LinkedIn Talent Solutions
The challenges of growth and efficiency in a highly competitive business environment mean that talent management has never been more important. This panel from Talent Connect Vegas highlights the drivers of change and shares why best in class organizations are evolving their approach to talent acquisition to create competitive advantage.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
The Journey to value: Transforming procurement to drive the enterprise agendaFarid Djaouani
The link between procurement performance and enterprise success is widely accepted and well documented; our 2013 CPO study found, for example, that companies with high-performing procurement organizations have higher profit margins than companies with underperforming procurement departments. Indeed, while many CPOs have led companies to dramatic increases in revenue or impressive levels of profitability, few are adequately recognized for these achievements. Those CPOs—the ones we call procurement role models—drive top-line revenue, bring innovation into the company and improve competitive advantage. They contribute to overall enterprise success and, as a result, certainly deserve a seat at the corporate leadership table. To identify procurement operations worthy of such praise, as well as to understand the underpinnings of their success, the IBM Institute for Business Value and Economist Intelligence Unit surveyed 1,023 CPOs from organizations with annual revenue in excess of US$1 billion. We also took a close look at the 100 companies that achieved the most impressive revenue and profit performance relative to their industry peers so that we could understand the strategies and actions that account for their uniquely valuable contributions to the enterprise.
Corporate Recruitment 2020 Maturity Model Feb 2017 Gareth Flynn
Corporate Recruitment / Talent Acquisition Maturity Model - How Talent Acquisition will evolve in the next 5-8 years. A Model developed by TQSolutions and PwC with input from industry.
The FIRM & eSift: Building Effective Talent Recruitment StrategiesEmma Mirrington
The FIRM in partnership with eSift address relevant and current challenges faced by senior in-house recruitment & HRD professionals. Led by Freelance Strategist, Coach and Consultant, ex-HRD and Lead Tutor for the CIPD’s HRBP programme Giles O’ Halloran, who will focus on effective strategy development and implementation.
Focussing on the following key stages: • Strategy definition and development using models such as PESTLEE/ STEEPLE and strategy analysis using the SWOT/ TOWS frameworks • Strategy sense check - aligning to the business strategy, Porters 5 Force Analysis and using the McKinsey 7S Model • Designing & Implementing Strategy - the importance of simplicity, impact and making it happen
#FIRMday Manchester 9th March: Sofology 'Turning candidates into brand advoca...Emma Mirrington
Alyson Fadil, Sofology will be looking at Turning Candidates into Brand Advocates Treating your candidates as you would your customers is ever more important. How do you ensure they get an experience that reflects your brand?
Corporate Strategy or Strategic Management
Concepts and Cases by Fred R. David,
Francis Marion University, Florence, South Carolina, &
Forest R. David,
Strategic Planning Consultant
5 Ways to Use Talent Analytics to Improve your Recruitment ProcessTALiNT Partners
Lauren Wright is Head of Global Business Expansion for Glassdoor, the career community helping people everywhere find jobs and companies they love. Lauren joined Glassdoor in 2011 as one of the initial members of the talent solutions group at their US headquarters in Sausalito, CA. In 2015, she relocated to Glassdoor's London office where she is responsible for business expansion, client relationships and strategy in EMEA.
Andy Dolby, Head of RPO, Capita Resourcing
We examine the significant social shifts that are influencing the future of work.
We look at how businesses need to alter the way they remain relevant in the talent market place.
We look at how these changes are pushing businesses to redefine the talent they want/need and how to find, attract, and retain people.
James Bywater, Director of Product & Innovation, Korn Ferry Hay Group
To consider what values based assessment is/means
To explore the drivers for this in the public sector and the private sector
To consider its advantages and pitfalls based upon Coventry & Warwick NHS Trust
Your Roadmap to Become a Strategic Talent Acquisition Organization | WebcastLinkedIn Talent Solutions
In this free webinar, Meritage Talent Solution's founder, Kara Yarnot, and LinkedIn’s Pam Hoadley introduce LinkedIn’s Strategic Talent Acquisition Roadmap. This framework can help you transform your talent acquisition organization from traditional to strategic, making your team instrumental to the success of the business.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Talent 3.0: Science meets Arts - Presentation by Karim Jalbout, Head of the European Digital Practice of Egon Zehnder at the NOAH Conference London 2016, Old Billingsgate on the 10th of November 2016.
The Journey to value: Transforming procurement to drive the enterprise agendaFarid Djaouani
The link between procurement performance and enterprise success is widely accepted and well documented; our 2013 CPO study found, for example, that companies with high-performing procurement organizations have higher profit margins than companies with underperforming procurement departments. Indeed, while many CPOs have led companies to dramatic increases in revenue or impressive levels of profitability, few are adequately recognized for these achievements. Those CPOs—the ones we call procurement role models—drive top-line revenue, bring innovation into the company and improve competitive advantage. They contribute to overall enterprise success and, as a result, certainly deserve a seat at the corporate leadership table. To identify procurement operations worthy of such praise, as well as to understand the underpinnings of their success, the IBM Institute for Business Value and Economist Intelligence Unit surveyed 1,023 CPOs from organizations with annual revenue in excess of US$1 billion. We also took a close look at the 100 companies that achieved the most impressive revenue and profit performance relative to their industry peers so that we could understand the strategies and actions that account for their uniquely valuable contributions to the enterprise.
Corporate Recruitment 2020 Maturity Model Feb 2017 Gareth Flynn
Corporate Recruitment / Talent Acquisition Maturity Model - How Talent Acquisition will evolve in the next 5-8 years. A Model developed by TQSolutions and PwC with input from industry.
The FIRM & eSift: Building Effective Talent Recruitment StrategiesEmma Mirrington
The FIRM in partnership with eSift address relevant and current challenges faced by senior in-house recruitment & HRD professionals. Led by Freelance Strategist, Coach and Consultant, ex-HRD and Lead Tutor for the CIPD’s HRBP programme Giles O’ Halloran, who will focus on effective strategy development and implementation.
Focussing on the following key stages: • Strategy definition and development using models such as PESTLEE/ STEEPLE and strategy analysis using the SWOT/ TOWS frameworks • Strategy sense check - aligning to the business strategy, Porters 5 Force Analysis and using the McKinsey 7S Model • Designing & Implementing Strategy - the importance of simplicity, impact and making it happen
#FIRMday Manchester 9th March: Sofology 'Turning candidates into brand advoca...Emma Mirrington
Alyson Fadil, Sofology will be looking at Turning Candidates into Brand Advocates Treating your candidates as you would your customers is ever more important. How do you ensure they get an experience that reflects your brand?
Corporate Strategy or Strategic Management
Concepts and Cases by Fred R. David,
Francis Marion University, Florence, South Carolina, &
Forest R. David,
Strategic Planning Consultant
5 Ways to Use Talent Analytics to Improve your Recruitment ProcessTALiNT Partners
Lauren Wright is Head of Global Business Expansion for Glassdoor, the career community helping people everywhere find jobs and companies they love. Lauren joined Glassdoor in 2011 as one of the initial members of the talent solutions group at their US headquarters in Sausalito, CA. In 2015, she relocated to Glassdoor's London office where she is responsible for business expansion, client relationships and strategy in EMEA.
Andy Dolby, Head of RPO, Capita Resourcing
We examine the significant social shifts that are influencing the future of work.
We look at how businesses need to alter the way they remain relevant in the talent market place.
We look at how these changes are pushing businesses to redefine the talent they want/need and how to find, attract, and retain people.
James Bywater, Director of Product & Innovation, Korn Ferry Hay Group
To consider what values based assessment is/means
To explore the drivers for this in the public sector and the private sector
To consider its advantages and pitfalls based upon Coventry & Warwick NHS Trust
Your Roadmap to Become a Strategic Talent Acquisition Organization | WebcastLinkedIn Talent Solutions
In this free webinar, Meritage Talent Solution's founder, Kara Yarnot, and LinkedIn’s Pam Hoadley introduce LinkedIn’s Strategic Talent Acquisition Roadmap. This framework can help you transform your talent acquisition organization from traditional to strategic, making your team instrumental to the success of the business.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Talent 3.0: Science meets Arts - Presentation by Karim Jalbout, Head of the European Digital Practice of Egon Zehnder at the NOAH Conference London 2016, Old Billingsgate on the 10th of November 2016.
Lead Generation - Presentation by Martin Coriat, CEO of Confused.com at the NOAH Conference London 2016, Old Billingsgate on the 10th of November 2016.
GoSolo Workshop 2: Evaluating your IdeaBECO Capital
This session provides an overview of a framework called the 7 domains of attractive opportunities (developed by Professor John Mullins of London Business School). We define the framework and provide real life examples. The go
If people aren’t telling you that your idea is crazy, then it is likely not a very big idea.” Francis Ford Coppolla
This DCA six-step process helps businesses differentiate in crowded markets and positions them for successful implementation of innovation.
Debunking Myths & Mysteries of Retained SearchCharles Moore
Before you engage an executive search firm, it’s important to understand whether they are up to the task at hand. At NextGen Global Executive Search, our team of recruiters have cross-functional experience in the industries listed below. Each search includes timelines where we earn the fees only if we meet those deliverables. We design a search strategy based on the performance objectives of the role and target specific people and competitors to ensure we are attracting the best in for your industry.
Our behavioral profiling, hypothetical and situational interview techniques, the fact that we meet finalist candidates face-to-face and videotape those interviews, and perform reference checks prior to submitting finalist candidates is why we offer a full one-year replacement guarantee.
Retained Executive Search with Cross Industry Expertise
• Digital Media: Connected Devices, Mobile Apps, Mobile Banking, Semantic Web
• Wireless Telecom: Infrastructure Systems, 4G & LTE Networks, DAS & RF Components
• Energy: Oil & Gas, Smart Meters, Smart Grids, Power Generation, Renewable Energy
Thinking about launching a hedge fund or looking to grow your fund's assets faster? Find out why some funds raise capital faster than others.
Note: Content is targeted to hedge funds, but the information is applicable to other types of asset managers.
How to use market research to help drive your business forwardDavid Jones
This presentation explains the importance of understanding your customers and in turn emphasises the need for your business or brand to be well understood by them. It then offers 10 ways in which insights from market research can help you drive your business forward with confidence.
This slide deck reveals how one buying committee (at a startup called Relativity Space) prefers to work with salespeople. It's great insight into how all salespeople should be connecting with prospects and customers.
Strategic business proposal eent - green brick project - arunesh chand mank...Consultonmic
Strategic Project to Set up One of the largest Fly Ash Bricks Industrial Area in the world. All the the technical & financials are on actual FY- 2014-15 .
All rights reserved to Arunesh Chand Mankotia
Executive Search February 2011 Arunesh Chand Mankotia
1.
2. 1 Korn Ferry
2 Spencer Stuart
3 Heidrick & Struggles
4 Egon Zehnder International
5 Russell Reynolds
6 Odgers Ray Berndtson
2
3. Leading Global Search Firms Worldwide
AT Kearney Egon Zehnder International
Accord Group Globe Partnership
Amrop Hever Heidrick & Struggles
Boyden Horton International
Christian & Timbers IIC partners
DHR International ITP Worldwide
3
4. Intersearch Spencer Stuart
Korn/Ferry International Stanton Chase
Penrhyn International Hudson Highland Partners
Russell Reynolds Transearch International
Association
Whitehead Mann Group
Signium International
4
5. When to engage a headhunter
Sooner rather than later!
Only engage a headhunter if:
You really like his consulting skills
The person is an expert on your market
He can show evidence of a quick, accurate,
effective delivery
He can tell you something you don’t already
know!
He can assess which candidates are really open
to the offer
5
6. Global firm or specialised boutique?
Integrated firm or network?
Public or private firm?
Retained or contingency firm?
Other important selection criteria…
6
7. Consolidation of the search industry into:
Big global firms
(Korn Ferry, Heidrick, Egon Zehnder)
Small, specialized boutiques
(finance, legal, technical, human resources)
7
8. Integrated firms can have dedicated global key
account teams to insure maximum client
service
Networks must work harder to achieve
effective, seamless cross border search with
the same consistent quality standards
worldwide
Headhunters must avoid arguing over fees
8
9. Public vs Private Ownership
Stock market listed
(Korn Ferry, Heidrick, Whitehead Mann)
Private Firms
(Egon Zehnder, Spencer Stuart, Russell Reynolds)
9
10. Retained executive search:
Work exclusively for their clients on an ongoing basis
Targeted at senior and non-executive management
Dedicated consultants who know the sector well
High average compensation
Contingency search:
Fee is paid ONLY if the search is completed successfully
Targeted at middle to upper middle management
Lower average compensation
*** retained search is based on a more comprehensive
process including: upfront detailed market
knowledge and candidate analysis ***
10
11. The ideal search firm can do multi-country,
seamless cross border search
Look for a global compensation system that
motivates consultants to assist their colleagues
in other markets
Look for dedicated sector, industry, functional
specialists who know your market sector as well
as you do
11
12. Dedicated teams of consultants organized by:
Industry sector
(entertainment, media, energy, biotech)
Function
(legal/compliance, CFOs, human resources,
marketing)
Geographic region
(Middle-East or CEE specialists)
12
14. Focus on quality of delivery
Most important criteria
Expertise
Reputation
Ambassadorial ability
Speed
Communication
14
15. *** How many of you
would regard your use of
a search firm as
successful? ***
15
16. “a headhunter can crash your competition… He can
be your guerilla mercenary”
When there is empathy between the client and the
consultant
When they have a thorough knowledge of the client. Are
well briefed, know the market and candidate pool well,
and have the time to be thorough and systematic
When they take the time to find valuable references
When they establish a vigorous time frame and stick to it
When they can devote the time because they don’t have
too many other assignments.
16
17. Search firms must transform themselves from
transaction based vendors to trusted advisors and
develop close personal relationships with their
clients…
Advice to clients:
Be focused with a clear idea of what you want to
achieve
Be decisive about relevant candidates
Develop a real partnership based on openness and
trust
Ensure that there is good communication between
those who will decide who to hire, human resources
and the consultant 17
18. Advice to clients:
Show sincere interest in the search and do not simply
outsource it to the headhunter
Give the headhunter plenty of access to your management
team
Give prompt and thorough feedback to the candidate
Use only one search firm for the assignment
Reach hiring decisions quickly
Keep on top of the headhunter, but do not be overbearing.
Ask for updates and progress reports
Involve the headhunter in your succession planning
meetings
Only by being totally involved can he think strategically
about your client needs 18
19. A mechanism for building trust, not for cutting
costs
Encourages an in-depth global relationship
with a client
Frame agreement for a long term relationship
Ideally not a procurement driven process
19
20. Client audit is essential
Recruitment expenditure
Time to hire
Candidate retention and job success
20