CDS has 15 years of experience in executive search for the technology sector in Japan. They have a team of experienced consultants with proven track records of placing top talent at leading technology companies. CDS focuses on enterprise software, SaaS, data centers, networking, telecommunications, digital media, and online services. Their search process involves in-depth understanding of client needs, developing long lists of candidates, qualifying prospects, conducting references, and closing placements.
For more than 25 years the Support HR solutions Group has been supporting companies and professionals in the realisation and development of their potential, offering a wide range of customized consulting services in the field of Human Resources.
In our Milan, Rome and Bergamo offices we have more than 60 specialists operating in 5 strategic Business Units, created with the aim of providing integrated and dedicated solutions: Search & Selection, Advertising & Communications, Student Communications, HR Consulting, HR Finance.
Support is able to identify the best way to satisfy clients’ and candidates’ needs through a methodology in which in-depth competencies in HR are highly valued via a results-oriented and innovative approach.
For more than 25 years the Support HR solutions Group has been supporting companies and professionals in the realisation and development of their potential, offering a wide range of customized consulting services in the field of Human Resources.
In our Milan, Rome and Bergamo offices we have more than 60 specialists operating in 5 strategic Business Units, created with the aim of providing integrated and dedicated solutions: Search & Selection, Advertising & Communications, Student Communications, HR Consulting, HR Finance.
Support is able to identify the best way to satisfy clients’ and candidates’ needs through a methodology in which in-depth competencies in HR are highly valued via a results-oriented and innovative approach.
Why Video Interviewing Will Never Replace the Handshake: Find out how leading corporate recruiters are using video interviewing as part of their on- and off-campus recruitment efforts.
For more than 25 years the Support HR solutions Group has been supporting companies and professionals in the realisation and development of their potential, offering a wide range of customized consulting services in the field of Human Resources.
In our Milan, Rome and Bergamo offices we have more than 60 specialists operating in 5 strategic Business Units, created with the aim of providing integrated and dedicated solutions: Search & Selection, Advertising & Communications, Student Communications, HR Consulting, HR Finance.
Support is able to identify the best way to satisfy clients’ and candidates’ needs through a methodology in which in-depth competencies in HR are highly valued via a results-oriented and innovative approach.
www.supporthr.com
Pointwest CTO Veck Basinang discusses IT career opportunities and growth in the next-generation enterprise. Presented at the 10th Philippine Youth Congress for IT (Y4iT), 12 September 2012, University Theater, UP Diliman.
There was an event in Greater China covering the talent management strategies for identifying and building a pipeline of Managers, Leaders, and Executives - from selection to succession. We would like to share the presentation from Kelly Services SVP - Pam Berklich.
On February 9th 2009 Andrew Bartolini Vice President & Group Director, Global Supply Management for Aberdeen Groups gave this tremendous presentation on many different facets of the Procure to Pay cycle. Bartolini breaks of costs of processes and best practice benchmarking to deliver real value.
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.
Why Video Interviewing Will Never Replace the Handshake: Find out how leading corporate recruiters are using video interviewing as part of their on- and off-campus recruitment efforts.
For more than 25 years the Support HR solutions Group has been supporting companies and professionals in the realisation and development of their potential, offering a wide range of customized consulting services in the field of Human Resources.
In our Milan, Rome and Bergamo offices we have more than 60 specialists operating in 5 strategic Business Units, created with the aim of providing integrated and dedicated solutions: Search & Selection, Advertising & Communications, Student Communications, HR Consulting, HR Finance.
Support is able to identify the best way to satisfy clients’ and candidates’ needs through a methodology in which in-depth competencies in HR are highly valued via a results-oriented and innovative approach.
www.supporthr.com
Pointwest CTO Veck Basinang discusses IT career opportunities and growth in the next-generation enterprise. Presented at the 10th Philippine Youth Congress for IT (Y4iT), 12 September 2012, University Theater, UP Diliman.
There was an event in Greater China covering the talent management strategies for identifying and building a pipeline of Managers, Leaders, and Executives - from selection to succession. We would like to share the presentation from Kelly Services SVP - Pam Berklich.
On February 9th 2009 Andrew Bartolini Vice President & Group Director, Global Supply Management for Aberdeen Groups gave this tremendous presentation on many different facets of the Procure to Pay cycle. Bartolini breaks of costs of processes and best practice benchmarking to deliver real value.
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.
Maximize your Return on Investment with LinkedIn | Talent Connect San Francis...LinkedIn Talent Solutions
Maximize your impact and measure your investment’s success across your recruiting organization with these tips from TMX Group, Realogy Franchise Group, Uni-Select and Wipro Limited.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
The Social Software and Business Value: The Case for Talent AcquisitionHuman Capital Media
For the last several years, companies such as Google, Amazon.com and Wal-Mart have become masters of data analytics and social outreach. They leverage data on consumer buying behaviors and social interactions to drive business decisions at all levels of the organization. Now we are looking at managing our hiring candidate pools with the same level of analysis and engagement. The clear line that used to separate how we interacted with our customers and how we interacted with our prospective employees has faded away. Join Stacey Harris, vice president of research for Brandon Hall Group, as she shares recent research and key practices in expanding your talent pools and leveraging social software to improve talent acquisition efforts.
Key takeaways include:
Understanding the social software space for talent acquisition.
Key practices in widening talent pools.
Tips for building a strong business case for social talent acquisition.
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.
Supplier Relationship Management Srm Research 2010 2011ColinHartog
Capgemini Consulting research on Supplier Relationship Management (SRM) functionality is released. For more information, a copy can be downloaded from the website http://www.capgemini.com/insights-and-resources/by-publication/supplier-relationship-management-srm-research-20102011/
Supplier Relationship Management Srm Research 2010 2011salleijn
This fifth SRM Survey marks Capgemini Consulting’s continued efforts to understand the trends and issues affecting organizations when implementing a SRM solution and provides insights for executives on issues and trends across the Procurement profession. Capgemini Consulting has surveyed 100 SRM vendors over the last five years, with this edition surveying twenty vendors with a global geographical scope and worldwide implementations. These vendors represent a broad range of applications that provide full coverage for all sub-processes to niche players supporting only a selected functionality
A full copy of the report can be downloaded from:
http://www.capgemini.com/insights-and-resources/by-publication/supplier-relationship-management-srm-research-20102011/
Capgemini Consulting research on Supplier Relationship Management (SRM) functionality is released. For more information, a copy can be downloaded from the website
http://www.capgemini.com/insights-and-resources/by-publication/supplier-relationship-management-srm-research-20102011/
4. About CDS
Founded 1998, 57 staff
Contingency search at retained service levels
Proven record in technology sector search
Growing – record revenues in 2012
Strong technology practice – 32% revenue contribution
Headhunting model – proactive, research driven
Acquired into Recruit Group in 2008
• Senior-level executive search for non-Japanese companies
• Group annual revenue of US$10B
• 22 regional offices across Asia-Pacific
4
5. Credentials
Global HR Service Company Ranking (by sales revenue)
Recruit Group is the No. 4 HR Service Company
Recruit Group is No. 1 in Asia and No. 1 in Japan
Data: Mitsubishi UFJ Securities research from Bloomberg
5
6. Organization
Recruit
Holdings
CDS RGF Bó Lè
Executive Search Search/Selection Search/Selection
Japan SE Asia/India China & SE Asia
6 This chart is limited to selected group and alliance business units only
9. Limits of Social Sourcing
71%
33.32%
13.96%
0.48%
Linkedin Facebook
Japan United States
(Source: SocialBakers.com)
9
10. The Pain Point
Employers having difficulty filling
jobs
Selected countries 2012 (% of respondents)
Points of Difference
• Language limitations
• Culture of life-time employment
• Perceived risks in job change
• Perceived risk of foreign company
• Cultural fit to foreign company
• Technical skill shortages
(Manpower Group; Haver Analytics)
10
13. Coverage
Information Technology Digital Media & Online
Services
• Enterprise Software
• SaaS • E-commerce
• Datacenter / Server / Storage • Interactive Agencies
• Networking / Infrastructure / • Mobile Services
Security
• SNS / Social Gaming
• Telecommunications / Wireless /
• Advertising Platform Technologies
Content Providers / Service
Providers • Consulting Firms
• Consulting Firms / System
Integrators
13
14. Enterprise Track Record
2005, 2009 2012
Google Japan President Commvault Japan`s 1st President
CDS retained for first hire and again in Mandate to hire someone who would “turn heads”; role
replacement upon retirement. filled by widely known figure in storage market.
Key: Proven client satisfaction & trust. Key: Proven ability to attract top talent.
2012 2012
Akamai Japan President PARC Japan Head of Innovation
Extremely high requirement spec with high market Extremely narrow market with high requirement spec for
sensitivity; role filled by one of top enterprise 1st Japan leadership role.
software executives in the market. Key: Proven market-mapping capability.
Key: Proven market-mapping capability, ability
to attract top talent.
Please contact us for further examples or references.
14
15. Online Track Record
2011 2011
Zynga Japan`s 1st President Director of Social Gaming
Gaming company in global expansion phase Market entry of global social gaming company
retained CDS to provide market map of top gaming retained CDS to provide market map of top gaming
leaders in market, placing the top candidate leaders in market, placing the top candidate
Key: Proven market-mapping capability Key: Proven market-mapping capability
2011 2012
Director of APAC Business Development Director of Business Development (Europe)
CDS places top candidate on contingency CDS places top candidate on contingency
search, closing the candidate against two search, partnering with client VP to create short list
competitive offers Key: Proven ability to attract and close top talent
Key: Proven ability to attract and close top
talent
Please contact us for further examples or references.
15
17. Search Process
• Understand the Client Brief: What are we here to do?
Prospec • Develop the Long Prospect List
t • Find “known” and “need to know”
• Approach candidates by priority
Qualify • Screen down to Short Candidate List
• Interview
• Conduct references
Close • Negotiate / Close
• Follow-Up
17
18. Search Services
Contingency Engaged Search Traditional
Retainer
• Pay for results • Pay for results
• Tactical role • Strategic role • Pay for process
• No research commitment • Research commitment • Strategic role
• Limited disclosure • Full disclosure • Research commitment
• Client-controlled quality • Client-controlled quality • Limited disclosure
• Limited visibility • Full visibility • Agent-controlled quality
• Continued support • Continued support • Limited visibility
• One shot deal
18
20. Technology Team
Murray Clarke – Practice Director
Murray leads the Technology and Digital Media and Online Services recruitment practices
at CDS, developing business within the enterprise IT market, including virtualization, cloud
platform and software technologies as well as other emerging markets. Murray has over 10
years of executive search and market entry consulting experience in the Japan IT market.
Bill DeLorme – Senior Consultant
Bill has extensive experience across the IT industry working with software, hardware and
other technology related clients. He has a solid track record of successfully introducing
candidates into both small and expanding businesses. Bill has 8 years of executive search
experience in the Japan IT market.
Rihito Nakajima – Senior Consultant
Rihito joined CDS as a transfer from Group company RGF HR Agent Japan. He is widely
recognized as one of Japan`s top telecommunications and service provider industry search
professionals and his focus is mid-senior level roles. A graduate of Keio University, he
worked in IT sales before entering the executive search industry.
20
21. Technology Team
Takamasa Matsukawa– Consultant
Takamasa worked for nearly 10 years in sales roles with global telecommunications and IT
companies in Japan. At CDS, he focuses on Telecom and networking related clients fill
primarily sales and technical positions.
Kevin Okubo – Senior Consultant
Kevin focuses on mid to senior level search for clients across the Enterprise Software
space. Kevin began his career in search in 2007 and has successfully completed
numerous assignments such as Regional Sales Directors and Head of Marketing positions.
Yasutomo Nakajima – Consultant
Yasutomo focuses on sales and technical roles in the Enterprise Software space with a
focus on BI/Big Data Analytics for global and Japanese clients. Yasutomo spent 7 years
working for another Japan-based Executive Search firm on mid-level search and now
handles both mid-level and senior roles.
21
22. Digital/Online Team
Gabriel Hugh – Senior Consultant
Gabriel has been in executive search in Japan for the last 6 years specializing in
strategic recruitment projects within the Digital Media and Online Services
space. Gabriel has a keen interest in emerging technologies related to
web, social media, e-commerce and gaming.
Toshiyuki Yamaguchi – Senior Consultant
Toshiyuki has focused on mid to senior search for digital marketing, social media, gaming
and e-commerce clients since joining CDS in 2007. He returned from secondment after two
years working at one of the world`s most well-known global internet companies where he
was in charge of sales and back office hiring from junior to mid-management level.
22
23. CDS Consulting
A Recruit Group Company
To learn more contact us at:
www.cds-consulting.com
23