The document describes the services of NextGen Global Executive Search, a retained executive search firm that uses a proprietary performance based search methodology to identify and recruit top executive talent for its clients. It outlines NextGen's search process which includes defining performance objectives, identifying required skills and traits, screening candidates, and conducting in-depth interviews and assessments to present only qualified finalist candidates to clients. NextGen guarantees its placements for one year and also provides a world class onboarding program to help new hires quickly integrate and achieve success in their roles.
This document inculcates the diversified range of Value Added Services offered by Kanban Infosystem Pvt. Ltd in addition to the generic services rendered by them to the clients.
Title - Understanding Customer Needs And Designing A Product To Fulfill The Needs - Placon Manpower Solutions - Recruitment Services Report
Need help write at jainkajal0712@gmail.com / thekajaljain@gmail.com
International Recruiters is a leading recruitment agency in India ,engaging both domestic and International Recruitment services that partner with both domestic and global clients to provide them with best talents from India. We are a dedicated team of professional consultants offering top of the line executive search and selection services to diverse corporate of all sizes; with varied business interests.
We are a registered company approved by Govt. of India(Ministry of Labor) under the license number No B-0412/KAR/PER/1000+/5/8876/2013 in the name of (Energy System International Design and Services ) . The registration allows us to meet the entire staffing needs of the clients without much complexities and formalities. We have a track record of recruiting from management professionals, technical and non technical personnel, skilled, semi-skilled and unskilled workers for clients in the India, Afghanistan , Middle East ,Singapore , Malaysia ,Myanmar countries. Our professionals specialize in identifying Right People for the Right Job. International Recruiters is functioning with its head office in Chennai India,having more than 10 yrs of experience in recruitment and is promoted by successful professionals of MNCโs and businessmen ,which consists of engineers ,Bankers ,Management professionals who have depth knowledge in industries We work in synergy with the clients to understand manpower requirements and procure best candidates with desired profiles. Leveraging on the vast industry experience and network, we are well positioned to meet the all staffing needs within the shortest time frame; We have the necessary infrastructure in place to tap into the global talent pool, hiring professionals for various projects across the world. Our services are complimented by extensive range of value added services ranging from security support, accommodation, visas, flights, transportation, medicals, etc.
Our consultants have developed the skills to get this right first time. We have achieved this through extensive experience of placing candidates at all levels ranging from entry level through to Heads of Division and onto MD, CEO , CFO, COO , GM , President , Head HR.. We deliver this service on a contingent and retained search basis across temporary, contract and permanent engagements.
Industry and functional group expertise includes:
โข Accounting & Finance
โข Advertising & Marketing
โข Aerospace & Defense
โข Banking
โข Construction/Real Estate
โข Consumer Products (Both Foods and Non Foods)
โข Hospitality
โข Human Resources
โข Insurance
โข Legal
โข Manufacturing/Engineering /
โข Supply Chain & Logistics
โข Medical Device/Biotech/Pharmaceutical
โข Military Transition
โข Technology
โข Telecom
This document inculcates the diversified range of Value Added Services offered by Kanban Infosystem Pvt. Ltd in addition to the generic services rendered by them to the clients.
Title - Understanding Customer Needs And Designing A Product To Fulfill The Needs - Placon Manpower Solutions - Recruitment Services Report
Need help write at jainkajal0712@gmail.com / thekajaljain@gmail.com
International Recruiters is a leading recruitment agency in India ,engaging both domestic and International Recruitment services that partner with both domestic and global clients to provide them with best talents from India. We are a dedicated team of professional consultants offering top of the line executive search and selection services to diverse corporate of all sizes; with varied business interests.
We are a registered company approved by Govt. of India(Ministry of Labor) under the license number No B-0412/KAR/PER/1000+/5/8876/2013 in the name of (Energy System International Design and Services ) . The registration allows us to meet the entire staffing needs of the clients without much complexities and formalities. We have a track record of recruiting from management professionals, technical and non technical personnel, skilled, semi-skilled and unskilled workers for clients in the India, Afghanistan , Middle East ,Singapore , Malaysia ,Myanmar countries. Our professionals specialize in identifying Right People for the Right Job. International Recruiters is functioning with its head office in Chennai India,having more than 10 yrs of experience in recruitment and is promoted by successful professionals of MNCโs and businessmen ,which consists of engineers ,Bankers ,Management professionals who have depth knowledge in industries We work in synergy with the clients to understand manpower requirements and procure best candidates with desired profiles. Leveraging on the vast industry experience and network, we are well positioned to meet the all staffing needs within the shortest time frame; We have the necessary infrastructure in place to tap into the global talent pool, hiring professionals for various projects across the world. Our services are complimented by extensive range of value added services ranging from security support, accommodation, visas, flights, transportation, medicals, etc.
Our consultants have developed the skills to get this right first time. We have achieved this through extensive experience of placing candidates at all levels ranging from entry level through to Heads of Division and onto MD, CEO , CFO, COO , GM , President , Head HR.. We deliver this service on a contingent and retained search basis across temporary, contract and permanent engagements.
Industry and functional group expertise includes:
โข Accounting & Finance
โข Advertising & Marketing
โข Aerospace & Defense
โข Banking
โข Construction/Real Estate
โข Consumer Products (Both Foods and Non Foods)
โข Hospitality
โข Human Resources
โข Insurance
โข Legal
โข Manufacturing/Engineering /
โข Supply Chain & Logistics
โข Medical Device/Biotech/Pharmaceutical
โข Military Transition
โข Technology
โข Telecom
Microsoft TechDays 2012 France - BPOS301 La rรฉversibilitรฉ des donnรฉes dans le...Arnaud A.
ย
Vous rรฉflรฉchissez ร votre migration vers le Cloud mais vous vous posez la question de la rรฉversibilitรฉ des donnรฉes? Au cours de cette session nous lรจverons vos inquiรฉtudes et aborderons les bonnes pratiques pour s'assurer un possible retour en arriรจre le plus fluide possible. Nous rรฉpondrons รฉgalement ร la problรฉmatique d'un environnement hybride on premise/ online et comment se prรฉparer ร cette รฉvolution et ร son administration.
Muitas pessoas nรฃo sabem o prรณprio idioma em sua forma padrรฃo. No entanto, รฉ muito importante aprender a lรญngua portuguesa para entrar e permanecer no mercado de trabalho.
A lรญngua portuguesa dispรตe de inรบmeras regras. Dentre elas, as regras de acentuaรงรฃo, que merecem um estudo. Aqui estรฃo as regras bรกsicas de acentuaรงรฃo.
The Medical Device practice of NextGen Global Executive Search uses a proprietary Performance Based Retained Search process in recruiting exceptional talent for clients.
With over 15 years in Medical Device recruitment services, we are industry expertise in surgical, disposables, plasma separation and blood collection, transfusion therapies, infusion pumps including IV, medical device diagnostic and monitoring units, renal and peritoneal for kidney dialysis nano and neuro R&D.
Our Medical Device recruiting team have successfully recruited top level talent for clients worldwide in Class I, II, and III Medical Devices by placing Surgeons, CXOโs, Administrators, EVP/SVP, VP, Directors, and Principals in engineering, systems design, sales, marketing, research, and software development. Our placements have resulted in lucrative IPOโs, M&Aโs, market penetration and IP value for our clients.
We know the technology and the global marketplace for medical device including:
Surgical โ non-invasive, diagnostic, and disposables
Plasma Separation and Blood Collection โ transfusion therapies, processing systems
Infusion Pumps โ IV fluids and medications, IV tubing and access devices
Heart Rate & Fitness โ monitoring systems, blood glucose, blood pressure meters
Diagnostic & Monitoring Systems โ portable medical devices, wireless, RFID
Renal โ peritoneal, kidney dialysis, hemodailysis, CRRT
Software โ medical imaging, blood analyzers
Biomedical โ preclinical, research and development, nano and neuro
We confer with the Client early and often to gain a clear understanding of BOTH your needs/requirements AND the corporate goal in filling this position. We then define the Tangible Skills and Experiences required for your ideal medical device candidate by determining the critical goals and major business successes the candidate will be accountable for producing.
Our proprietary real-time hypothetical reasoning and situational scenario behavioral interviewing techniques reveal candidates that have the motivations, aptitudes, leadership, learning ability and intelligence, accomplishments, persistence, and adaptability to fit the specific role and move your medical device strategy forward
Have confidence in the transition process with our Executive Onboarding for a new leader or executive we recruit by maximizing the chances that the new leader will be engaged quickly with the companyโs culture, the departmentโs people, and the executive team.
Defense System Recruiting in C5ISR, Weapons Systems, Cyber Security
Defense system retained search assignments we have successfully completed range from President and CEO, Executive Vice President, VP, Senior Director, Director and General Manager; Chief and Principal levels in systems engineers, hardware design, software development, sales, and business development to manufacturing, and R&D.
In defense system recruiting, our clients are based in the USA, Canada, and NATO within:
Aerospace Systems - manned and unmanned vehicles and aircraft, space systems
Defense โ C4ISR, C5ISR, Battle Management, InfoSec, Cyber Security, MANET
Airborne Power Supplies, Avionics and Aircraft Lighting, Test and Simulators
Tactical Systems โ targeting, navigation, weapons systems, FCS, missile defense
Defense System Performance Based Retained Search
Our proprietary Performance Based Search process results in recruiting candidates in defense system, aerospace, and airborne who meet or exceed client expectations. Before the hire starts, we develop a custom executive onboarding process that enhances the candidate meeting the Performance Objectives snd assimilation into the culture.
How technologies can help you to improve your Business Performance through systematically & scientifically enhancing Competencies of your Human Resources both potential & existing.
How today's technologies can help you to improve your Business Performance by enhancing the competencies of your existing & potential employees through scientific & systematic business processes.
Cognitive Analytics For Perfect Hire in Shortest Time Talview
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To ensure finding the right talent, on boarding top talent, and replicating success across the organization at a large scale; leading companies are increasingly adopting Cognitive Analytics to analyze candidate personality and cultural fit.
These slides gives you an insight in to the informative webinar conducted by Talview in which Sanjoe Tom Jose, CEO, Talview & Gaurav Vasu, Functional HR Analytics Lead, HCL Technologies speaks on the matter.
The Financial Services market may have come out of the infamous credit crunch some time ago, but with Brexit looming over, uncertain times lie ahead. Fortunately, at McGregor Boyall, we have experienced consultants who understand their sectors inside out. Our knowledge of individual markets has allowed us to attract the very best talent and to continuously consult both clients and candidates throughout unpredictable times. This allows us to understand your needs whether it be exploring a new opportunity or filling a problematic role.
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Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
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This article provides a comprehensive guide on how to
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Memorandum Of Association Constitution of Company.pptseri bangash
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A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
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.
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"๐ฉ๐ฌ๐ฎ๐ผ๐ต ๐พ๐ฐ๐ป๐ฏ ๐ป๐ฑ ๐ฐ๐บ ๐ฏ๐จ๐ณ๐ญ ๐ซ๐ถ๐ต๐ฌ"
๐๐ ๐๐จ๐ฆ๐ฌ (๐๐ ๐๐จ๐ฆ๐ฆ๐ฎ๐ง๐ข๐๐๐ญ๐ข๐จ๐ง๐ฌ) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
๐๐ ๐๐จ๐ฆ๐ฌ provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
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"๐๐ฏ๐๐ซ๐ฒ ๐๐ฏ๐๐ง๐ญ ๐ข๐ฌ ๐ ๐ฌ๐ญ๐จ๐ซ๐ฒ, ๐ ๐ฌ๐ฉ๐๐๐ข๐๐ฅ ๐ฃ๐จ๐ฎ๐ซ๐ง๐๐ฒ. ๐๐ ๐๐ฅ๐ฐ๐๐ฒ๐ฌ ๐๐๐ฅ๐ข๐๐ฏ๐ ๐ญ๐ก๐๐ญ ๐ฌ๐ก๐จ๐ซ๐ญ๐ฅ๐ฒ ๐ฒ๐จ๐ฎ ๐ฐ๐ข๐ฅ๐ฅ ๐๐ ๐ ๐ฉ๐๐ซ๐ญ ๐จ๐ ๐จ๐ฎ๐ซ ๐ฌ๐ญ๐จ๐ซ๐ข๐๐ฌ."
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
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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.
Buy Verified PayPal Account | Buy Google 5 Star Reviewsusawebmarket
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Putting the SPARK into Virtual Training.pptxCynthia Clay
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This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
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HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
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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
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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.
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
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Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
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2. http://www.nextgenges.com/
Our proprietary Performance
Based Search process consistently
recruits โA Playersโ for your
company.
With over three decades of
recruiting expertise and national
awards for recruitment excellence,
the NextGen difference is evident
by our success with numerous
Client Testimonials.
AUTHOR PAGE:
NextGen Global Retained Executive Search
Defense Systems
Aerospace
Cyber Security
Digital Media
Connected Devices
Mobile Apps
Oil & Gas
Utility & Smart Grids
Renewable Energy
Enterprise Systems Medical Devices Wireless & Telecom
3. http://www.nextgenges.com/
TABLE OF CONTENTS:
Overview โฆโฆโฆโฆโฆโฆโฆโฆโฆโฆโฆโฆโฆโฆโฆโฆ4
Our Search Method Defined โฆโฆโฆโฆโฆโฆ8
High Impact Onboardingโฆโฆโฆโฆโฆโฆโฆโฆ26
Performance Based Search
Methodology โฆโฆโฆโฆโฆโฆโฆโฆโฆโฆโฆ........29
Free eBook and Contact Informationโฆ.31
4. http://www.nextgenges.com/
โ75% of newly hired executives are having
trouble with interpersonal skills (the ability to
build relationships, collaborate, and influence
others).
A troubling finding of the study is that many of
these executives had both strong technical
skills and years of previous management
experience and yet they fell short in the
interpersonal area.โ
~(American Society for Training &
Development 2011)
CHAPTER 1:
Overview
6. http://www.nextgenges.com/
Are you wasting your money and time using
inexperienced contingency recruiters and poor
employment screening procedures to recruit senior
executives and key leaders in sales, engineering, or
operations who often fail?
Did your last search firm deliver you a first string
quarterback or a third round draft pick?
With NextGen Global Executive Search you are
presented with fully vetted prospects that are
selected specifically for your industry sector and the
role. Our client-focused proprietary Performance
Based Search Process separates the "A Players"
from the rest of the field.
Cost Effective
Speed in delivery
Results in recruiting candidates
who meet or exceed client
expectations.
These new hires positively impact
your bottom line.
7. http://www.nextgenges.com/
Conferring with Clients
Defining Performance Objectives & EVP
Defining the Skills Required
Identifying the intangible traits.
Deterring the critical goals and success the
candidate will be accountable for producing
Develop the strategy
Sourcing, Interviewing & Screening
Series of In-depth Interviews
Measuring Quality of Hire
Behind the scene industry references
Shortlisting the candidates
Clients reviews of short-lists
Finalist(s) interviews and assessment
CHAPTER 2
Our Search Method Defined
8. http://www.nextgenges.com/
We confer with the Client early and
often to gain a clear understanding of
BOTH your needs/requirements AND
the corporate goal in filling this position.
Your Market Position
Corporate Vision
Unique Attributes of Executive Team
Strengths & Weakness of the organization
Key differentiators from your competitors
Conferring with Clients
9. http://www.nextgenges.com/
Define Performance Objectives and EVP
What needs to get done rather than
what a candidate needs to have.
What does the candidate taking the
job need to do to be successful, not
what the person needs to have.
What a candidate DOES with his or
her skills, experiences, and abilities
rather than the HAVING of these.
Define the salary, benefits, career
development opportunities,
rewards, culture, and management
style.
WE FOCUS ONWE FOCUS ONWE FOCUS ONWE FOCUS ON
11. http://www.nextgenges.com/
Define the Tangible Skills and Experiences
Required in Your Ideal Candidate
Skills/Intelligence
Education/Experience
Adaptability
Personal/Professional
Background
Corporate Culture &
Lifestyle
Accomplishment
12. http://www.nextgenges.com/
Identify Key Intangible Traits
of the Ideal Candidate
Thought processing, reasoning , and
persistence traits
Motivational factors and problem solving
style
Conflict resolution skills
Planning and organizational skills
Execution and project management
techniques
Leadership qualities and relationship
building skills
13. http://www.nextgenges.com/
Determine the critical goals and major business
successes the candidate will be accountable for
producing.
Why does the position exist, or if
replacement, why?
Why does the position exist, or if
replacement, why?
What aptitudes and leadership
qualities are mission critical?
What aptitudes and leadership
qualities are mission critical?
What accomplishments and
external/internal motivations are non-
negotiable?
What accomplishments and
external/internal motivations are non-
negotiable?
Conversely, which are not needed?Conversely, which are not needed?
Benchmarks/ KeyBenchmarks/ KeyBenchmarks/ KeyBenchmarks/ Key PerformancePerformancePerformancePerformance
IndicatorsIndicatorsIndicatorsIndicators
14. http://www.nextgenges.com/
Develop The Strategy
We Perform
Research in
vertical
Market to
define
We Perform
Research in
vertical
Market to
define
Compensation
Range
Compensation
Range
Assess
retention rates
of your clients
Assess
retention rates
of your clients
Review
existing and
future market
trends
Review
existing and
future market
trends
THEN
We develop a search strategy
that will identify and recruit the
exceptional talent you require.
Our delivery from start to finish is
fast, responsive, and will meet or
exceed your expectations.
15. http://www.nextgenges.com/
Sourcing, Interviewing and Screening
To Target Potential talent, We useTo Target Potential talent, We use
Perform initial screening interviews to
identify a potential list of the selective
candidate pool, which can vary between
15 to 35 candidates, depending on the
aspects of the search.
Vast
DATABASE Networking
COLD
Calling
Referrals
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Series of In-depth Interviews -
Drill Down to Top 10 %
Define usage and
accomplishments in
the required tangible
skills of the
candidates.
Determine the
demonstrated
intangible traits of the
candidates.
Document that
candidates have the
similar corporate
culture, product/service
lifecycle and
personal/professional
background ideal for
internal
communications and
external effectiveness.
Detail contacts and
relationships within the
industry vertical with
investment
community, customer
decision makers, and
peers.
Assess which
candidates have the
potential to meet or
exceed the
performance
objectives.
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Process
The number of
candidates being
considered
TimelineUpdates
This assures the client that the
NextGen GES team is on the right
track and on schedule.
We confer with the Client weekly on the
status of each search.
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Measuring the Quality of Hire
These customized tests validate the
candidate(s) motivations, decision
making traits, aptitudes, communications
style, and whether he/her is a Natural Fit
for with BOTH the team AND the role.
Example Behavioral AnalysisExample Behavioral AnalysisExample Behavioral AnalysisExample Behavioral AnalysisExample Behavioral AnalysisExample Behavioral AnalysisExample Behavioral AnalysisExample Behavioral Analysis
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Present the Short List of Candidate
Dossiers
Most retained search firms
view Short List as Finalist
Candidates.
We view the Short List as
Preferred Candidates who
meet the parameters of the
search assignment.
Candidate Dossiers are delivered over a
secure web site.
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After the Client has Reviewed the Short
List, the next step in our Performance
Based Search method is to determine
the Finalist Candidate(s). We work
with the Client to develop a distinctive
final screening in which we video record
those face-to-face interviews with the
candidate(s).
These real-time hypothetical
reasoning and situational scenario
final interview techniques reveal
candidateโs leadership,
persistence, and adaptability to fit
the specific role, product/service
needs or issues, and how they
will move your strategy forward.
No other retained search firm includes this STEP
which is ESSENTIAL
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Finalist Candidates Presentation
A final assessment is performed to determine
which Finalists to present as having validated the
potential to meet or exceed the Performance
Objectives of the role.
Client has access to the
videotaped interviews and
assessments over a secure
web client.
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Our Practice Leads have decades of experience in
negotiating offers with different compensation levels
including
Performance MBOs
Profit based MBOs
Target Commissions
Corp. Bonuses
Stock Options
Equity & Share Options
Relocation Package
Benefits Package
Closing the Candidate as a New Hire
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Our placements meet
performance objectives sooner
and are retained longer.
Have confidence in the transition process for a new leader or executive.
Ensure a new leader will be effective in a short time.
Improve the average retention time of your leaders and executives.
Gain a competitive recruiting edge for top leadership talent.
Maximize the chances that the new leader will be engaged quickly with the
companyโs culture, the departmentโs people, and the executive team.
The unique best practices
delivered by NextGen will help you
accomplish all of the above with
the new executive or leader.
CHAPTER 3:
High Impact Onboarding
Renewalโข World Class
+ Executive Onboarding
Program.
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1.Discovery Step: Conduct interviews about existing/desired
states of transition, and collect additional skills and profile data
on the new leader, direct reports, peers, internal and external
customers, and Hiring Manager/ stakeholders.
2. Determination Step: Analyzes all discovery information
and drafts an initial onboarding plan based on the 7 phases of
Renewalโข containing basic and customized activities and tools
for the new exec and his organization appropriate.
3. Design Step: After review, revision, and approval of the
draft by the client, a final documented onboarding plan is
designed and delivered to the client.
4. Dialog Step: We act as facilitator between the new leader
and his/her direct reports, peer group, and/or senior manager
for a 1 day series of meetings about the roles, expectations,
relationships, and optimum environments to achieve a high-
performing new hire and team.
5. Development Step: Execution of all the activities in the
designed onboarding plan plus the accountability governance
to ensure the investment in a process like this provides a
positive return and measureable results. The client will play an
integral part in who in the organization has a stake in the
success and productivity of the new hire.
The first three steps take place even before the new
leaderโs first onsite day.
How Does it Work ?
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Phase Objective Timing
Affirmation Ensure the new leader or
executive constantly believes
he/she made the right decision.
Begins no later than the Offer
Letter and continues through
Day 90.
Welcome Communicate a highly-
personalized message of
acceptance and attention.
Begins with the Acceptance
Letter and continues through
Day 30.
Foundation Transfer company, department,
and role-specific knowledge,
skills, and attitudes for
accelerated competency.
Day of Acceptance Letter
through Day 60.
Assimilation Immerse new leaders in the
company culture and help them
be proud of it.
Most important phase:
Acceptance through Day 120 (3
months).
Contribution Within a predetermined
number of days or weeks, begin
to see real productivity from
the new hire and provide a
positive experience that he/she
is a contributor.
Day 15 through Day 90 and
beyond.
Growth Begin to see an independence
and demonstrated insight in the
knowledge, skills and attitudes
of the new leader.
Day 60 through Day 120 and
beyond.
Sharing Gain an early ROI by utilizing
the โgraduatesโ as Advisors and
garnering feedback from them
and their managers
Begins when the individual
leaderโs Renewalโข program is
completed at Day 180. Execs
may be Ambassadors. Leaders
can be Advisors.
Scheduling and Results
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Our fees are performance based
defined on meeting delivery
milestones resulting in a solid hire.
NextGen GES provides the
best replacement warranty in
retained executive search.
ONE YEAR
REPLACEMENT
GUARANTEE
CHAPTER 4:
Performance Based Methodology
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The Performance Based Search methodology
improves your Bottom Line!
Identify,
recruit, and
place โA
Playersโ
who
produce 8
to 10 times
more that
โB Playersโ.
Exhaustive
screening,
interviewing,
and
assessment
process that
matches the
finalist
candidates to
the company
culture,
leadership
style, and
role
objectives.
The longest
placement
guarantee
period in
executive
search,
backed up by
our World
Class
Onboarding
program.
Ongoing
Performance
Evaluation
Tools
customized to
optimize the
new executive
or leaderโs
performance.