The Hunter Group is an executive search firm that views each search as part of a client's strategic plan. They use a multi-pronged search process that includes an initial discussion, creating a search profile, researching candidates, identifying prospects, interviewing candidates, presenting finalists, conducting reference checks, and following up. Their goal is to help clients succeed by finding business and knowledge leaders who can help achieve that success. They have over 50 years of experience in executive search and a global network to serve clients worldwide.
Looking for the right leaders for your organization? Here is an example of the type of psychological, behavioral and competency report we develop for our clients. This report informs you of the candidate's suitability to your organizations culture and a specific management or leadership role. The report offers detailed information regarding the candidate’s strengths and weaknesses relevant to the role as well as general information regarding the candidate’s leadership and behavioral style and abilities. The report includes recommended interview questions, which can be used to further probe issues identified in the report. The report is tailored to measure experience against the role expectations in the job description.
Spectral Consultants is one of the leading professionally managed talent acquisition, talent Search and Human Resource firm established in 2001, based in Delhi (NCR).
We are a leading provider of recruitment, executive search & selections solutions to multiple industries including IT, ITES, BFSI, FMCG, Healthcare, Retail, Infrastructure, Travel & Hospitality across India. Over these years we have attained excellence in Financial Services space – both for ITES and India Market.
Looking for the right leaders for your organization? Here is an example of the type of psychological, behavioral and competency report we develop for our clients. This report informs you of the candidate's suitability to your organizations culture and a specific management or leadership role. The report offers detailed information regarding the candidate’s strengths and weaknesses relevant to the role as well as general information regarding the candidate’s leadership and behavioral style and abilities. The report includes recommended interview questions, which can be used to further probe issues identified in the report. The report is tailored to measure experience against the role expectations in the job description.
Spectral Consultants is one of the leading professionally managed talent acquisition, talent Search and Human Resource firm established in 2001, based in Delhi (NCR).
We are a leading provider of recruitment, executive search & selections solutions to multiple industries including IT, ITES, BFSI, FMCG, Healthcare, Retail, Infrastructure, Travel & Hospitality across India. Over these years we have attained excellence in Financial Services space – both for ITES and India Market.
Marc Effron, author of One Page Talent Management: Eliminating Complexity, Adding Value (Harvard Business Press) showed how companies have buried talent processes under layers of bureaucracy and complexity that make them unusable and unused. More importantly, he’ll show you how to cut through the clutter with One Page Talent Management (OPTM), a powerfully simple approach that significantly accelerates a company's ability to develop better talent faster. The OPTM approach combines the best behavioral science research with lean process design to create easy to use talent processes that managers truly value. This webinar is for anyone who leads a team or wants to one day.
The Next Generation of Talent Management Strategy: Pay for TalentHuman Capital Media
Pay for performance is an accepted model for many organizations, but is it effective or shortsighted? Does it drive the right behavior and focus on the key people you must retain? How do you tie in potential, risk of losing someone, etc., into the overall reward process?
In this session, Jan Brockway, director of product management for talent management at ADP and a long-term HR practitioner, and Robert Mattson, director of talent management marketing at ADP, will discuss the advanced concepts of pay for talent, which might include pay for potential and how and where performance, succession/talent assessment and compensation information can be used across HR processes. Attendees will learn:
• Pay for talent: What is it really, how can it impact an organization and what are the keys to making it successful?
• The links between performance, succession, talent assessment and compensation.
• Keys to successful implementation: Gotchas, change management and success.
Talent and leadership development have always gone hand in hand. The understanding of talent has addictively focused
on high potential based on some Darwinian notion that future leaders are created from a pool of about 20 per cent of employees who evolve into the “chosen ones.” And so employers disproportionately invest large amounts of capital on a group of “high flyers” in the hope the chosen ones will develop into future leaders. Identifying the chosen ones assumes leaders have the ability to accurately speculate on potential based on observation of demonstrated capabilities in employees’ current roles and the belief that past behaviour is a predictor of future behaviour. However, the conventional approach to talent and high potential is very limited. It is not uncommon for leaders to be considered high potential under one manager in one business unit and then, after being transferred to another business unit, lose their royalty status as a high potential when they struggle to adjust to the finer nuances in the different business unit context. Vice-versa, duds inherited from other business units can suddenly emerge as high-potential talent in their new business unit. Nor is it uncommon to hear that leaders considered to be high-potential talent were actually not considered talent at all in their previous organizations. So what has changed? Has the employee suddenly inherited a dose of talent characteristics or has she simply found that unique combination of environment, manager and role that leverages her true potential?
The Consult is the only accreditation scheme designed specifically for Sole/Freelance Consultants, Associates and all consulting firms of any size. The client, it is Quality Assurance for Consultants offering consultancy services
Marc Effron, author of One Page Talent Management: Eliminating Complexity, Adding Value (Harvard Business Press) showed how companies have buried talent processes under layers of bureaucracy and complexity that make them unusable and unused. More importantly, he’ll show you how to cut through the clutter with One Page Talent Management (OPTM), a powerfully simple approach that significantly accelerates a company's ability to develop better talent faster. The OPTM approach combines the best behavioral science research with lean process design to create easy to use talent processes that managers truly value. This webinar is for anyone who leads a team or wants to one day.
The Next Generation of Talent Management Strategy: Pay for TalentHuman Capital Media
Pay for performance is an accepted model for many organizations, but is it effective or shortsighted? Does it drive the right behavior and focus on the key people you must retain? How do you tie in potential, risk of losing someone, etc., into the overall reward process?
In this session, Jan Brockway, director of product management for talent management at ADP and a long-term HR practitioner, and Robert Mattson, director of talent management marketing at ADP, will discuss the advanced concepts of pay for talent, which might include pay for potential and how and where performance, succession/talent assessment and compensation information can be used across HR processes. Attendees will learn:
• Pay for talent: What is it really, how can it impact an organization and what are the keys to making it successful?
• The links between performance, succession, talent assessment and compensation.
• Keys to successful implementation: Gotchas, change management and success.
Talent and leadership development have always gone hand in hand. The understanding of talent has addictively focused
on high potential based on some Darwinian notion that future leaders are created from a pool of about 20 per cent of employees who evolve into the “chosen ones.” And so employers disproportionately invest large amounts of capital on a group of “high flyers” in the hope the chosen ones will develop into future leaders. Identifying the chosen ones assumes leaders have the ability to accurately speculate on potential based on observation of demonstrated capabilities in employees’ current roles and the belief that past behaviour is a predictor of future behaviour. However, the conventional approach to talent and high potential is very limited. It is not uncommon for leaders to be considered high potential under one manager in one business unit and then, after being transferred to another business unit, lose their royalty status as a high potential when they struggle to adjust to the finer nuances in the different business unit context. Vice-versa, duds inherited from other business units can suddenly emerge as high-potential talent in their new business unit. Nor is it uncommon to hear that leaders considered to be high-potential talent were actually not considered talent at all in their previous organizations. So what has changed? Has the employee suddenly inherited a dose of talent characteristics or has she simply found that unique combination of environment, manager and role that leverages her true potential?
The Consult is the only accreditation scheme designed specifically for Sole/Freelance Consultants, Associates and all consulting firms of any size. The client, it is Quality Assurance for Consultants offering consultancy services
La Stratégie Marketing de Mercedes-BenzWalid Aitisha
Présentation et historique du Groupe
l'Analyse Swot
l'analyse Pestel
le Marketing Mix
(Téléchargez la présentation pour voir la version complète et les commentaires)
Si vous avez besoin d'informations complémentaires n'hésitez pas a me contacter sur mon e-Mail : walidaitisha@gmail.com
Helbling & Associates is a retained executive search firm specializing exclusively in facilities management, construction, real estate and engineering. Learn why we are a trusted search partner for various industry organizations.
By leveraging their expertise, resources, and networks, management headhunters streamline the recruitment process and connect organizations with the best-suited candidates.
Mchils– A Search firm to ensure the highest standards of professionalism in the practice of Executive Search and by that to give new perspectives to our clients as well as our candidates. When companies seek to hire senior-level management from outside their organization, we make sure they hire not just any qualified person, but the most qualified and appropriate person to meet the challenges of the position and by that the future of the company. As a retained Executive Search firm we work under an exclusive contract with the client organization dedicated to searches that succeed.
Global Talent Corner is a trusted partner for providing cost effective HR solutions to Organizations worldwide.
Global Talent Corner offers Executive Search, HR Outsourcing and HR Consulting services across all major industry verticals.
At Global Talent Corner our prime objective is to add value to the clients business by offering customized solutions for specific needs of our clients and designing and delivering most effective search and consulting solutions to provide our clients a competitive edge in their core areas of business.
For over 30 years SG Talent has helped companies identify and recruit top talent. Clients include: Deloitte, Currax, Combs Enterprises, New York Life, just to name a few. We look forward to helping you too.
1. LLC
Exceeding Expectations
in Executive Search The Hunter Group...
your executive
The Search recruitment partner
Process world-wide.
The Hunter Group LLC views each executive search
as a component of our clients’ strategic plan because
it is ultimately how well the candidate integrates into
an organization’s culture that determines the success
level of a search and contributes to the overall corporate
directive. Our search approach is a multi-pronged
process that incorporates the following:
• Initial Client Discussion
• Search Profile
• Research
• Prospective Candidate Identification
• Candidate Interviews and Evaluation
• Presentation of Final Candidates
• Candidate/Client Interviews LLC
• Reference Checking of Successful Candidate Amsterdam • Atlanta • Detroit • Frankfort
Montreal • New York • São Paulo
• Completion of the Search
International Executive Search
Once the successful candidate is hired, we follow up Governor's Place • 33 Bloomfield Hills Parkway • Suite 242
with both the candidate and our client periodically to Bloomfield Hills, MI 48304, U.S.A.
ensure the candidate's successful integration into the Tel: +1.248.645.1551
client’s team. www.huntergroup.com
www.huntergroup.com
2. The Hunter Group develops innovative search
solutions for forward thinking, dynamic organiza-
tions in a variety of industries, from health care
LLC
and high tech to alternative energy, professional
Executive Search Services services and manufacturing. The approach we use
for Key Management with our searches is simple and straightforward:
Positions Worldwide understand our clients’ business, analyze their
unique leadership capital needs and provide them
In today’s knowledge-based economy, the caliber with exceptional candidate choices that exceed
of human capital is critical to an organization’s their expectations. Ours is a service-oriented,
competitive strength. Securing executive talent client-centric approach based on deep industry
can be a formidable challenge. It requires the and organizational knowledge, thoroughness,
skills of highly experienced professionals with the integrity and a track record for cultivating success-
resources necessary to research, identify and secure ful, long-term relationships. Our goal is to help
the optimal candidates for top-level positions. The Hunter Group, L to R: Ellen Stamy, Sherry Muir Irwin, client organizations succeed through the place-
James M. Lionas, Wim van Acker, and Bryan A. Becker, CPA.
Effective executive search provides a meaningful ment of business and knowledge leaders who can
return on investment for clients while creating a The Hunter Group has more than a century of help them plan, direct and achieve that success.
strategic advantage for developing and sustaining overall business experience including over 50 years
industry leadership. In order to meet our clients’ in executive search. Our team of professionals Because The Hunter Group is committed to devel-
needs on a global basis, we have recently provides a search process that is second to none as oping long-term client relationships by providing
enhanced our delivery capabilities with a network evidenced by our innumerable successes and outstanding executive search services, more than
of seven affiliated offices in the U.S., Canada, expertise in building strong companies. We obtain two-thirds of our assignments come from clients
Brazil, Germany and the Netherlands with further an intimate knowledge of our client’s business, whom we have served in the past.
expansion targeted for India and China. corporate culture, customers, competitors and long-
term goals and combine that understanding with The Hunter Group develops innovative
an international network to deliver exceptional and search solutions for forward thinking,
effective intellectual capital leadership solutions to dynamic organizations in a variety of
our clients. industries, from health care and high
tech to alternative energy, professional
The Hunter Group LLC is a team of executive search
services and manufacturing.
professionals committed to identifying and attracting
high caliber leadership and managerial expertise for
our clients. We are a company dedicated to client
partnership building based on mutual trust, dedication
and exceptional ethical standards.
www.huntergroup.com
