The business change journey

Written by

the business change journey
The business change journey

Over the past few years, I have had a lot of people ask me what is meant by the term ‘business change’ and why do they need it? Not being a subject matter expert myself, I thought who better to ask than my wife who a) is always right about stuff and b) just happens to be a business change expert. (Go on, have a nosy at her experience). This was written over 2 years ago, but is still relevant, because, guess what – she’s still always right!

She told me about travelling for one assignment – as she was going through security at JFK airport – she was asked to provide her job title and I’m sure many of us have had the same confused look she got from security when trying to explain her profession. (I’m a headhunter?!).

She defined her role as “managing the journey we might go through when moving from one way of working to another”. The security guard clarified it for her “like ice melting to water, moving from one state to a different one?” and actually this made a lot of sense (more sense than going into any further detail at that moment, for anyone who has ever been through US passport control!).

So, simply put, business change is moving from one way of working to another and it could be focusing on either a strategic, technological, process or organisational change (or a combination of the four).

Businesses spend millions of pounds on new technology, developing highly skilled programme teams to implement it and setting up new processes and ways of working to create supportive infrastructures. But in many cases adoption rates are low, new ways of working don’t work and businesses don’t get the return on investment they were hoping for. This can leave businesses wondering ‘what happened?’.

From experience, where businesses tend to fail, is thinking that the new way of working is the final destination for the project (this view is compounded by the fact that many businesses tend to remove project teams as soon as a change has been implemented with a view that things should just work as expected).

Any change, whether it is technological, organisational or even a minor process change, has to be embedded in those who are impacted, ensuring that they truly understand how their day to day working practices have/will change going forward. This is why business change is so important. It ensures the company – and not just the decision makers – moves to the new way of working.

“The role of a change expert will help stakeholders determine what the final destination actually looks like and then plot the journey to get there.”

A change expert will support stakeholders and sponsors in gaining answers to the following questions:

  • What does the proposed culture look like?
  • Will individuals be bought into the change?
  • What reluctance is expected and how can we manage that?
  • How do we expect employees to behave and what knowledge do we want them to have?
  • Do they see the benefits and are they on board with making it a success?
  • “What does good actually look like?”

A change expert will help plot the journey and how that journey will take place, make sure everyone’s informed of the destination, get everyone a passport and ensure the employees get there, whilst participating in the experience and supporting to achieve overall success.

To discuss further, you can email me on James@refind.co.uk.

You can view more about James Cumming our change and business transformation specialist here.

Empower Your Team: Proven Strategies To Eradicate Toxicity

Written by

A toxic workplace is characterised by a culture steeped in negativity, unhealthy competition, and a general lack of respect and empathy among colleagues. Explicitly, this blog delves into effective strategies to cleanse and eliminate such toxicity from the workplace, fostering a healthier, more positive environment conducive to both personal well-being and professional growth.

1. Identifying Toxicity

Identifying toxicity in the workplace is crucial for maintaining a healthy and productive work environment. Toxicity can manifest in various ways, some subtle and others more overt. Here are key indicators to help identify a toxic workplace:

Poor Communication:

A lack of clear and open communication can lead to misunderstandings and a culture of secrecy and mistrust. If employees are frequently left out of the loop or if there is a pervasive atmosphere of fear surrounding communication, these are red flags.

High Staff Turnover:

A high rate of employee turnover can be indicative of an underlying issue with the work environment. If employees frequently leave or express dissatisfaction with the workplace, it could point to a toxic culture.

Negative Atmosphere:

A general air of negativity, where criticism, pessimism, and cynicism are rampant, can be a sign of toxicity.

Cliques and Exclusionary Behaviour:

The presence of cliques, where certain groups are favoured over others, or where there is a clear divide between different teams or departments, can be toxic. This kind of exclusionary behaviour can lead to a lack of cooperation and a hostile work environment.

Lack of Work-Life Balance:

If employees are regularly expected to work long hours, sacrifice personal time, or if there is a culture of guilt surrounding taking time off, this can be indicative of a toxic environment.

Bullying and Harassment:

Any instances of bullying, harassment, or inappropriate behaviour are clear signs of a toxic workplace. And, subtler forms of manipulation, intimidation, or belittling, are signs of bullying and harrassment too.

Poor Leadership:

Leadership sets the tone for the workplace. If leaders engage in or tolerate unethical practices, show favouritism, lack empathy, or fail to address issues, they contribute to a toxic environment.

Low Morale and Engagement:

General employee disengagement, lack of enthusiasm, and low morale are signs that the work environment may be toxic. If employees seem apathetic, uninterested in collaboration, or are not committed to their work, these can be symptoms of deeper issues.

Lack of Recognition or Appreciation:

A workplace where employees feel undervalued, where their achievements are not recognised, or where there is an unequal distribution of rewards can lead to feelings of resentment and dissatisfaction.

Health Complaints:

An increase in physical and mental health complaints among employees can be a sign of a toxic work environment. This includes stress-related illnesses, burnout, anxiety, and depression.

Fear of Retribution:

When employees are afraid to speak up, raise concerns, or challenge the status quo due to fear of retribution.

2. Fostering Open Communication to Eliminate Toxicity

Open communication is the cornerstone of a healthy workplace. Encouraging an environment where employees feel comfortable voicing their concerns without fear of retribution is paramount. This can be facilitated through regular meetings, anonymous feedback systems, and fostering a culture where all opinions are valued and respected.

3. Establishing Clear Policies and Expectations

A clear set of policies regarding workplace behaviour is essential. These policies should outline acceptable and unacceptable behaviours, and there should be a transparent process for dealing with infractions. Ensuring these policies are communicated effectively and adhered to consistently is key in maintaining a respectful workplace.

4. Promoting a Positive Work Culture to Eliminate Toxicity

Cultivating a positive work culture is vital in counteracting toxicity. This involves recognising and rewarding positive behaviours, encouraging teamwork and collaboration, and promoting a work-life balance.

And so activities that bolster team spirit and a sense of community can also be instrumental in building a positive culture for your workplace.

5. Leading by Example to Eliminate Toxicity

Leadership plays a critical role in setting the tone of the workplace. Leaders who exhibit respect, empathy, and integrity in their dealings set a powerful example for their team. They should be approachable and lead not just by words but through their actions.

6. Providing Training and Development Opportunities

Investing in training and development can significantly reduce workplace toxicity. Such programmes should not only focus on skill enhancement but also on areas like communication, emotional intelligence, and conflict resolution. Empowering employees with these skills can lead to a more harmonious workplace.

Check out our knowledge hub!

7. Addressing Issues Promptly and Fairly

When issues of toxicity arise, they should be addressed promptly and fairly. Ignoring such issues can lead to them festering and growing, potentially causing even greater harm. A fair and objective approach in resolving conflicts and dealing with and eliminating Toxicity is essential.

8. Supporting Employee Well-being

Employee well-being should be at the forefront of any strategy to combat eliminating toxicity in the workplace. This includes providing support for mental health, ensuring manageable workloads, and creating an environment where employees feel valued and supported.

Conclusion

Eliminating Toxicity from the workplace is not an overnight task. It requires a sustained effort and commitment from all levels of the organisation. By fostering open communication, establishing clear policies, promoting a positive culture, and supporting employee well-being, businesses can create an environment where employees thrive and negativity is minimised. As we navigate the complexities of the modern workplace, let us commit to these principles, creating workplaces that are not just productive but also nurturing and inclusive.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we have been in Executive Search for over 20 years. We believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

In addition, as a business, we understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. As part of this, we ensure that we take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our executive search practice and our CCS framework
please get in touch with our Managing Director, James Cumming.

 

Why the best advice I ever got was to just f’ing do it…

Written by

I walked into a large manufacturing plant in Birmingham, I was only 23 (and looked about 12). It was one of my first meetings as a recruiter. Thankfully I was with my boss.

The person we met was larger than life and scared the hell out of me… “JFDI” she shouted, “that’s what I tell them, JFDI”… I didn’t have a clue what she was on about, was this another manufacturing terminology like LEAN!?

Jeez, she scared the hell out of me.

On the way home I sheepishly asked my boss what she was on about, he laughed – but at least I now knew!

Being a small business owner, you don’t really have anyone to talk to about stuff (I am looking for a mentor BTW so feel free to drop me a line if you can help!) and at times it can be hard because there are a lot of things you need to do that are outside of your area of knowledge or your comfort zone.

But if you don’t do them, no one else will.

I struggle with tasks that are detailed or that take hours of dedication to get done. My boredom threshold is very low – look! a squirrel! – and I am off in another direction.

Important things can quickly stack up and this does cause people undue stress, especially if you don’t talk to someone about it. You see this all of the time in a broader business sense as well, people who are great technical experts are often promoted into leadership or managerial roles, where they have to deal with people. Great salespeople now have to manage a P&L and struggle with the broader responsibility this brings.

I have found that there are various tactics you can use to ensure you deliver these things well and none of them will be revolutionary, but they might just help keep you sane.

Just f***ing do it!

Some things need doing, that’s just the way it is, no matter how much we hate them. Surprisingly, things we procrastinate over (because we don’t want to do them or don’t feel we are equipped to do them) get a bit easier once we start doing them.

The trick is to move quickly into doing and once you start thing get easier. I am not sure why this is, maybe it’s because of the reduction in stress for starting or you gain a bit of confidence once you realise it’s not as tricky as you first thought? But if you get going even after weeks of not doing it, it does get easier – I promise.

If I have a large ‘to-do list’, the obvious thing might be to do the tough stuff first. I quite often do what is easiest first as it gives you momentum and you can start to tick things from the list. Note: you can’t put the tough stuff off forever, so don’t use this as an avoidance tactic!

Plan stuff out

Without my outlook calendar, nothing would happen. FACT: if it’s not in there it 100% doesn’t happen. Ask my wife or my team! (I get ripped about this all the time at work, “ooh James are you going for steak tea tonight”…)

  • Don’t however, use planning, as an excuse for NOT doing. I know lots of people who have a very pretty list that never gets done.
  • Realise that some things just aren’t going to get done and don’t worry about it (learning to say no is a good step in the right direction).
  • Set yourself deadlines or targets. If you work on your own perhaps ask friends or family to hold you to account. If that’s an issue, get an external coach and they will do it for you.

Delegate, delegate, delegate

I cannot stress enough that focus is the best way to becoming productive.

Think about things that are causing you stress, are outside of your comfort zone or that you shouldn’t be doing. Letting go is often the hardest bit.

  • Find someone better than you at tasks you struggle with. This could be a virtual resource or someone in your team or even a family member or friend who is willing to help
  • Use the people around you to help, support and give guidance on the parts of your role you shouldn’t be doing
  • Utilise technology for routine tasks

I am still learning and am by no means an expert! Found this useful? What tips work for you?

To discuss further, you can email me on James@refind.co.uk.

You can view more about James Cumming our change and business transformation specialist here.

Hiring an Interim Executive? You need to get it right! Discover the 8 step process you should follow, by downloading our free eBook here.

Executive Search Excellence: Unveiling the Secrets of Success

Written by

Executive Search Excellence is about more than just finding the right candidate—it’s about understanding your unique business needs, aligning talent with strategy, and driving long-term success. In a world where the right leadership can make or break your organisation, we bring a depth of expertise and a personalised approach to help you secure the leaders who will shape your future.

Imagine a scene in a bustling corporate office where a crucial decision looms: finding the right leader. This isn’t just a task; it’s a pivotal mission critical to the future of the company. In this article, I share with you some tips and thoughts from my career in recruitment and hopefully provide some ideas with regards to Executive Search Excellence.

This is a process far more nuanced than mere recruitment…

Executive Search Excellence: The Importance of Leadership in Business

Leadership is the helm of any organisation. The right leader can propel a company to new heights of success, while the wrong choice can lead to turmoil. According to a study by McKinsey, companies with top-quartile leadership are up to 1.9 times more likely to achieve above-average financial results.

This underscores the significant impact that effective leadership can have on a company’s bottom line.

The stakes in executive hiring are incredibly high and the cost associated with getting it wrong will be substantial. Thats why Executive Search Excellence is such an important topic.

A Harvard Business Review highlights that as much as 80% of employee turnover is due to bad hiring decisions.

Leaders also set the tone for the entire organisation. Their influence extends beyond direct business outcomes; it permeates the company culture and employee morale.

A study by Gallup found that managers account for at least 70% of the variance in employee engagement scores. A leader’s ability to engage and inspire their team is crucial in driving productivity and retaining top talent.

Innovation and Strategic Direction

In today’s fast-paced business environment, a leader’s ability to innovate and steer the company through change is invaluable. Companies with highly innovative leaders have 5.5 times higher revenue growth compared to those with less innovative leaders (a recent study by Korn Ferry backs this up.) This highlights the need for leaders who are not just administrators but visionaries capable of navigating the complexities of the modern market.

Executive Search Secrets, check out our top tips!

The Quest for the Right Leader

In our imagined situation here, the search for a new leader is not just about filling a position. It’s about finding someone who can drive financial success, foster a positive and productive culture, enhance employee engagement, and lead the charge in innovation and strategic direction. The impact of this decision will reverberate through every aspect of the organization, from the boardroom to the front lines.

The quest for the right leader is, therefore, a critical mission for any company. It’s a decision that demands careful consideration, strategic planning, and a deep understanding of the company’s needs and aspirations.

In this high-stakes scenario, the role of executive search firms becomes indispensable, providing the expertise and insights needed to navigate this complex and crucial process.

Understanding the Need for Executive Search Excellence

Our narrative unfolds with an alarming insight: Harvard Business Review reports that 40% of senior-level hires fail within the first 18 months. This statistic underscores the importance of not just filling a position, but finding a leader who truly fits. The executive search process starts with understanding the unique culture and needs of the organization, a step that’s about defining the character of the ideal candidate.

Strategic Mapping: Crafting the Plan

In the dynamic world of executive search, strategy is king and excellence is hard to achieve. With 78% of recruiters citing cultural fit as crucial, according to AESC, the journey to find the right executive requires a roadmap tailored to the company’s unique landscape.

Excutive Search Excellence is about more than just qualifications; it’s about aligning the aspirations of the individual with the vision of the organisation.

The Hunt: Searching for Hidden Gems

If we venture into the vast corporate landscape, where the ideal candidate often lies hidden among passive candidates, who make up 75% of the workforce (LinkedIn Talent Solutions). This is a quest to unearth those extraordinary individuals who are not just looking for a job, but a mission to lead and inspire.

Candidate Experience and Why it matters. Find out more.

Narrowing the Field: The Art of Selection

The art of selection goes beyond sifting through CVs or ticking off boxes on a checklist. It’s about identifying the unique combination of skills, experience, and cultural fit that will drive your business forward. In executive search, the process starts with understanding the intricacies of your organisation and the specific challenges it faces.

We combine data-driven insights with a deep understanding of human potential to filter a vast talent pool down to a select few who not only meet the criteria but can elevate your business to new heights. The true skill lies in balancing the objective with the intuitive—choosing not just who can do the job, but who can truly excel in it.

The Crucial Encounters: Interviews

Interviews are far more than a series of questions—they’re pivotal moments that reveal whether a candidate is the right fit for your organisation’s future. It’s during these crucial encounters that we move beyond what’s on paper, delving into motivations, values, and leadership style.

The best interviews are conversations that probe deeper, exploring not just what a candidate has done, but how they think, solve problems, and align with your strategic vision. The goal is to uncover the hidden qualities that differentiate a good leader from a great one, ensuring that each encounter brings you closer to finding the executive who will truly make a difference.

The Final Chapter: Decision and Integration

Our journey reaches its climax with the selection of the leader who will steer the company into the future.

This is a critical moment, as SHRM highlights the importance of great onboarding, with 69% of employees more likely to stay for three years if they experience it. The chosen leader’s integration into the company marks the beginning of a new era.

In my experience, the executive search process is a sophisticated blend of art and science. It’s a journey marked by strategic insight, deep understanding of human character, and a commitment to finding not just a leader, but someone who aligns with the heart and soul of the organisation.

OUR FOCUS ON EXECUTIVE SEARCH EXCELLENCE AND LONG-TERM PARTNERSHIPS

At re:find we have been in Executive Search for over 20 years. We believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

In addition, as a business, we understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. As part of this, we ensure that we take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our executive search practice and our CCS framework
please get in touch with our Managing Director, James Cumming.

Global Planning in HR has never been more important

Written by

I have seen so many changes to the way that companies have adapted their strategy, as the world faces different challenges, turns, and events. But particularly more so in the last few years.

Human resources (HR) play a crucial part in the modern, changing, global business environment. Because of the challenges of dealing with global employees in this unique environment, strategic and global planning in HR has become even more important.

Being strategic, having awareness, and being able to make changes, is always the best way to make sure you are on the front foot for the success of your business.

Here I share with you some valuable thoughts and ideas, to help you on that journey of global planning in HR.

Let’s shift the dynamics

Everything is getting smaller. Improvements in communication and technology have lowered the barrier to entry for companies on a worldwide scale. As companies go global, having employees who can communicate in the right way in the target culture is of huge importance. The COVID-19 pandemic drove home the need for specific global planning in HR and the need to be able to be agile and to adapt the company.

Start to identify the cultural nuances within your global planning in HR

Culture is at the heart of any nation. What is popular in Japan may not be the same with the Brazilian public. A tactic that works great in the United States may flop in India. Businesses must consider these differences, or they will lose employees, and by default, customers.

Explore the local regulations as part of Planning in HR

Different countries have varying labour laws, tax systems, and business rules. Try to take advantage of any benefits or tax breaks the local region may be offering.

Strategising your HR global challenges

Have global strategies but with a local focus

A global strategy gives everyone a clear goal to work toward. The standards, customs, and laws of one place may differ significantly from those of another. Therefore, HR must have the ability to adapt global strategy to these differences in HR Global Planning.

Let’s look at the offered ‘yearly leave’ sample. For example, a business may provide each of its locations with 21 days of paid leave every year. Modifying global rules so that they conform to local customs without changing the global strategy.

Maintaining constant communication with local human resources departments and upper management is one approach to guarantee a smooth local process. To keep their finger on the pulse of local operations, the global HR staff can benefit from hosting regular meetings.

Show appreciation and respect of our differences within your planning in HR

In addition to adding flavour to everyday life, diversity in the company is a potent driver of success. We should appreciate and celebrate our diversity, and not just treat it is a tick box exercise.

To succeed in today’s world, being cultural savvy is a must have skill. The ability to learn, value, and cooperate clearly with others from diverse cultural and social contexts. Human resources must make it a top priority to encourage this kind of wit at every level of the company.

Have a big focus on development

A global company often means a blend of cultures, languages, and practices. Training and development can help with cohesion and efficiency. Hosting regular meetings should be a staple in global companies. They help employees understand the cultural dos and don’ts, fixing gaps, and reducing any misunderstandings. Such meetings can cover topics ranging from basic cultural norms to deep dives into local history and their influences on the work cultures we see today.

Different languages can often be a significant hurdle in global operations. Investing in language training not only helps with better communication but also shows employees that the company values their comfort and efficiency.

Understanding local business etiquette can be the difference between a successful deal and a missed opportunity. HR can ensure that employees in client facing roles are trained in these areas. Whether it’s the way meetings are chaired in Japan, or the negotiation styles used in the Middle East.

Are your compensation and benefits attractive?

Compensation and benefits stand out as primary drivers for bringing in new talent and keeping existing talent. At the heart of global compensation and benefits lies a dual mandate. On the one hand, there’s a need to maintain stability and on the other, a desire to remain attuned to local market dynamics. The aim is to ensure that employees, regardless of their location, receive fairness and equity in their compensation.

HR teams need to be adept at producing regular market surveys and salary assessment exercises in each region in which they operate. This not only provides detail into the compensation trends but also helps in identifying potential areas of improvement to remain competitive.

While being flexible with salary structures is essential, organisations can standardise core benefits. For instance, health insurance, pension contributions, or education assistance can be standard themes across the board, but the detail may vary based on local norms.

So, a good global framework for performance reviews can be set, but the rewards and bonuses can be aligned with local standards. This ensures that the top performing employees in every region feel rewarded.

Invest in accessible and suitable technology

With operations in various locations, HR is flooded with data. Platforms with live data analytics can change this data into clear insights. Be it showing us the talent gaps, looking at the effectiveness of training programs, or gauging employee satisfaction, data analytics allows HR to make informed decisions.

In large global companies, the voice of individual employees can sometimes get lost. Technological systems that allow easy feedback collection—like regular surveys or virtual idea boxes—ensure that employees from all regions have a channel to voice their opinions, concerns, and ideas.

Especially in the post-COVID era, virtual training tools have emerged as valuable tools. Whether it’s onboarding a new team member in Europe or giving a training session for employees in Asia, technology ensures that distance is no longer a barrier. These tools also allow for content to be tailored according to regional requirements, ensuring relevance and effectiveness.

With teams often across time zones, collaboration tools play a critical role in adopting cohesion. Tools that allow for easy communication, document sharing, and project management ensure that teams function as a unified entity, without their location being a negative factor.

How to consider cultural nuances

Coming towards the cultural aspect of globalising strategies, here’s what you should be considering.

Have induction programs

When employees join a company or are transferred to a new country, induction programs can familiarise them with the local culture, business practices, and social norms. This eases their transition and ensures that they can function within different environments.

Create mentorship initiatives

Pairing employees with mentors from their region can help them get around the professional landscape while also fixing any cultural gaps.

Take time to celebrate diversity

Events, meetings, and celebrations that show various cultures can foster understanding and respect among employees. For instance, a global company might celebrate Diwali, Hanukkah, and Christmas, fostering a sense of inclusivity and unity.

Invest research in local regulations

As much as it’s important to focus on global regulations, locality shouldn’t not be ignored and must be considered within the HR Global Planning strategy.

Collaborate with local experts

HR teams should work with local consultants or legal experts who are familiar with local labour laws, tax structures, and business rules. This ensures that the company remains compliant while optimising operations in that region.

Schedule regular audits

To stay ahead of any changes, regular audits of HR practices against local rules are crucial. This approach can save companies from potential legal troubles.

Include employee feedback mechanisms

Employees on the ground can often provide information about changing regulations or local sentiments. Establishing robust ways of gathering feedback can offer valuable, ground-up insights.

Employee retention in the global talent landscape

Talent is the differentiator. As opportunities burgeon across the globe, companies are struggling with a new challenge – not just attracting top talent but retaining it. Thus, weaving employee retention into the fabric of an international HR strategy isn’t a mere choice; it’s a compelling necessity that must be considered within the HR Global Planning.

Create a challenging work environment

While attractive compensation can draw talent, what makes them stay is often intangible. The promise of a challenging work environment, where skills are not just utilised but stretched, is a magnetic force for talent.

An environment where tasks aren’t mundane, and every project poses a new set of challenges ensures employees remain engaged. Engaged employees don’t just execute tasks; they invest in them.

By setting regular challenges, companies can also evaluate the current skill set of their employees. Areas of improvement become evident, paving the way for timely upskilling initiatives. This not only ensures that the employee grows professionally but also ensures that the company has a workforce that’s equipped with the latest skills.

Offer transparent and steady communication

With remote work becoming the norm, maintaining clear channels of communication is paramount. For an employee sitting miles away, understanding the bigger picture is crucial. By communicating short-term goals and aligning tasks with these goals, companies can ensure that every employee, irrespective of their location, feels aligned with the company’s mission.

Tools like Loom, Zoom, and Google Meetings aren’t just software; they are lifelines in a remote working setup. They help simulate the office environment, encourage collaboration, and ensure that distance doesn’t lead to communication gaps.

Promote internal recruitment and career growth

Employees today aren’t just looking for jobs; they are scouting for careers. Meaning, showing them a clear path of progression within the organisation is integral to retention. By allowing employees to shift roles, departments, or even geographies, companies not only provide growth but also variety, which can be a potent tool for retention.

With role shifts should come skill enhancement. Although investing in training ensures that employees climb up the organisational ladder, they are well-equipped to handle the increased responsibilities.

Encourage regular hiring of fresh talent

As organisations evolve, there’s a need for fresh perspectives and new skills. Regular hiring ensures a continuous influx of fresh ideas.

Diverse perspectives are enriched by the addition of new employees. In a less diverse workforce, innovative ideas and approaches might not surface. The corporate world is always changing, which means that the talents you need now may not be useful tomorrow. Organisational resilience and preparedness for the future depend on having the most up-to-date skill sets, which can be maintained through consistent hiring practices.

Our conclusion?

Strategic human resources management in international business is a juggling act. There is a tension between sticking to your company’s core values and worldwide standards, on the one hand, and the requirements of local governments and communities, on the other.

Dedication to diversity, inclusion, and respect for all employees is essential to achieving success in this difficult endeavour, along with a mix of proactive planning, technological integration, constant learning, and, most importantly, continual improvement. To stay globally competitive and locally relevant, firms must adapt their HR Global Planning strategy as the environment shifts.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we have been in Executive Search for over 20 years. We believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

In addition, as a business, we understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. As part of this, we ensure that we take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our executive search practice and our CCS framework please contact our Managing Director, James Cumming.

Unleashing Data-Driven HR and its Force for Workplace Success

Written by

Data-driven HR is a modern approach to human resources management that relies on the analysis and application of data to inform decision-making and drive strategic initiatives. This methodology leverages technology, data analytics, and metrics to gain insights into various aspects of the workforce, enabling HR professionals to make more informed, objective, and impactful choices.

What are the benefits of data-driven HR?

  1. Data Collection and Integration: Data-driven HR begins with the collection and integration of diverse data sets related to employees, candidates, and the organization as a whole. This data can include recruitment metrics, performance evaluations, employee engagement surveys, turnover rates, learning and development progress, and more. With the help of advanced HR systems, this data can be centralized, allowing for easier analysis and comprehensive insights.
  2. Evidence-Based Decision Making: Gone are the days of relying solely on gut feelings and intuition to make HR decisions. Data-driven HR emphasises evidence-based decision-making, where HR professionals use real-time data and historical trends to inform their choices. For example, when making hiring decisions, HR can use data on the success of previous hires in similar roles to identify the characteristics of top-performing candidates.
  3. Predictive Analytics: One of the most significant advantages of data-driven HR is its ability to employ predictive analytics. By analysing historical data, HR professionals can identify patterns and trends to make informed predictions about future workforce needs and potential issues. Predictive analytics can aid in succession planning, talent management, and workforce forecasting, ensuring that the organisation is prepared for upcoming challenges.
  4. Improving Recruitment and Retention: Data-driven HR can significantly enhance the recruitment and retention process. HR teams can use data analytics to identify the most effective recruitment channels, target suitable candidate pools, and optimize job descriptions based on the preferences of successful hires. Additionally, by analyzing factors contributing to employee turnover, HR can implement retention strategies to reduce attrition and increase employee satisfaction.
  5. Enhancing Employee Engagement: Employee engagement is a critical factor influencing productivity and organisational success. Data-driven HR enables HR professionals to assess engagement levels through surveys and other feedback mechanisms. By analyzing the data, HR can identify pain points, address issues, and implement initiatives to boost overall engagement, leading to a more motivated and committed workforce.
  6. Personalized Learning and Development: Data-driven HR facilitates personalised learning and development opportunities for employees. By analysing individual performance data and skill gaps, HR can recommend tailored training programs to enhance employee competencies and career growth. This targeted approach ensures that training resources are utilised efficiently and that employees receive the support they need to thrive.
  7. Measuring HR’s Impact on Business Outcomes: Data-driven HR enables HR departments to quantify their impact on business outcomes. By analysing HR metrics in correlation with broader organisational KPIs, HR professionals can showcase their contributions to productivity, revenue growth, and other key performance indicators. This data-driven evidence strengthens HR’s role as a strategic partner within the organization.
  8. Mitigating Bias and Promoting Diversity and Inclusion: With a data-driven approach, HR can identify and mitigate bias in hiring, promotions, and performance evaluations. By focusing on objective metrics, HR professionals can reduce unconscious bias and promote diversity and inclusion within the workforce, fostering a more equitable and diverse organisational culture.

What if we have limited HR data at the moment?

One of the major pitfalls that companies face is not having the right tools to enable them to do this quickly and effectively.

For companies with limited HR data, the journey toward data-driven HR begins with a thoughtful and strategic approach to data collection and integration. While they may not have an extensive historical dataset, there are still practical steps they can take to build a foundation for data-driven decision-making. Here are some key strategies:

  1. Define Key Metrics and Objectives: Start by identifying the key HR metrics that align with the company’s strategic objectives. Focus on areas such as employee turnover, recruitment success rates, employee engagement, and performance indicators. Having a clear understanding of what data is essential will guide the data collection process.
  2. Implement HR Information Systems (HRIS): Invest in an HRIS or HR software that enables data collection and storage in a centralized and organized manner. HRIS can help capture essential employee information, such as demographics, job roles, performance evaluations, and training records.
  3. Design Data Collection Mechanisms: Implement employee surveys, feedback forms, and performance evaluations to gather qualitative and quantitative data directly from employees. These tools can provide valuable insights into employee sentiments, work experiences, and areas that require improvement.
  4. Integrate Existing Data Sources: Explore internal databases and systems, such as payroll, time tracking, and employee records, to gather relevant HR data. Integrating these data sources into the HRIS can create a more comprehensive view of the workforce.
  5. Leverage Third-Party Data: If internal data is limited, consider leveraging external sources of data. Industry benchmarks, employee satisfaction surveys, and government labour statistics can provide valuable context and comparison points for HR metrics.
  6. Start Small and Scale Up: Begin with a few key metrics that are easily measurable and achievable given the available data. As the organization becomes more comfortable with data-driven HR practices, expand the scope and depth of data collection.
  7. Maintain Data Quality and Security: Ensure that data collected is accurate, relevant, and up-to-date. Implement robust data security measures to protect sensitive employee information and comply with data privacy regulations.
  8. Data Analysis and Interpretation: Invest in HR professionals or data analysts who can effectively analyse the collected data and draw actionable insights. The ability to interpret data is crucial in translating raw information into meaningful strategies.
  9. Continuous Improvement: Establish a culture of continuous improvement in data collection and integration. Regularly assess data collection methods, seek feedback from HR teams, and adapt data strategies to align with changing business needs.
  10. Train HR Staff: Provide training and upskilling opportunities to HR personnel to enhance their data literacy and analytical skills. Data-driven decision-making requires a workforce that is confident and capable in handling data effectively.

Which consultancies can help with HR data in business?

Here are some renowned consultancies that were known for their data-driven HR services:

  1. Deloitte: Deloitte is a global consulting firm that offers a range of HR services, including data analytics and workforce planning. Their Human Capital practice focuses on helping organizations use data-driven insights to make better HR decisions, enhance employee experience, and drive business performance.
  2. PwC (PricewaterhouseCoopers): PwC provides comprehensive HR consulting services, and their People and Organization practice emphasizes data analytics and workforce planning. They help clients leverage data to optimize their HR strategies, address talent challenges, and align HR initiatives with business objectives.
  3. KPMG: KPMG’s HR advisory services focus on helping organizations harness the power of data analytics and HR technology. They assist clients in designing data-driven HR strategies, measuring HR performance, and identifying actionable insights to improve workforce management.
  4. Mercer: Mercer is a leading global HR consulting firm that specializes in data-driven HR solutions. They provide analytics-driven insights to help organizations with talent management, compensation and benefits, and overall HR strategy.
  5. Accenture: Accenture’s HR consulting services center around leveraging data and digital technologies to transform HR operations. They assist clients in implementing data analytics tools, developing predictive HR models, and enhancing HR processes through automation.
  6. EY (Ernst & Young): EY’s HR advisory services include data-driven HR solutions to support talent management, workforce planning, and HR technology implementation. They focus on helping organizations optimize their HR functions through the use of data analytics.
  7. Aon: Aon offers HR consulting services that incorporate data analytics and insights. They assist organizations in making evidence-based HR decisions related to employee engagement, performance management, and talent assessment.
  8. Willis Towers Watson: Willis Towers Watson provides data-driven HR consulting services to help organizations with talent management, compensation planning, and employee benefits. They leverage data analytics to inform HR strategies and enhance workforce effectiveness.

Who are the key HRIS providers?

Here are some of the major HRIS providers known for their robust and comprehensive offerings:

  1. SAP SuccessFactors: SAP SuccessFactors is a leading cloud-based HRIS platform that covers various HR functions, including core HR, talent management, employee performance, learning, and workforce analytics. It is known for its scalability and integration capabilities with other SAP solutions.
  2. Workday: Workday is a cloud-based HRIS and ERP system that provides a unified solution for HR, finance, and planning. It offers features like HR management, payroll, talent management, recruitment, and analytics.
  3. Oracle HCM Cloud: Oracle HCM Cloud is a comprehensive HRIS that combines HR, talent management, payroll, and workforce analytics in a single cloud-based platform. It caters to the needs of both large enterprises and mid-sized organizations.
  4. ADP Workforce Now: ADP Workforce Now is a widely-used HRIS solution that offers HR management, payroll, benefits administration, time and attendance tracking, and talent management tools. It is especially popular among small and medium-sized businesses.
  5. Kronos Workforce Ready: Kronos Workforce Ready is a comprehensive HRIS and workforce management solution tailored for mid-sized businesses. It offers features like HR management, payroll, time and attendance, talent acquisition, and employee self-service.
  6. Ceridian Dayforce: Ceridian Dayforce is a cloud-based HRIS that integrates HR, payroll, workforce management, talent management, and benefits administration. It is designed for businesses of all sizes and is known for its user-friendly interface.
  7. BambooHR: BambooHR is an HRIS primarily focused on small and medium-sized businesses. It provides HR features such as employee database management, onboarding, time-off tracking, performance management, and reporting.

Our conclusion

Data-driven HR revolutionizes the traditional human resources function by empowering HR professionals with insights that drive strategic decision-making. By leveraging data and analytics, HR can optimize recruitment, retain top talent, enhance employee engagement, and align HR initiatives with broader business objectives. As technology and analytics continue to advance, data-driven HR will play an increasingly vital role in shaping the future of the workplace.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

We understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. We take the time to understand your organization’s culture and values, as well as the specific skills and experience needed for each role.

For any further insight please speak to our practice lead and Managing Director, James Cumming.

How to overcome recruitment challenges in regulatory bodies

Written by

How to Overcome Recruitment Challenges in Regulatory Bodies

Recruiting for regulatory bodies presents a unique set of challenges, given the critical role these organisations play in ensuring compliance, protecting public interests, and maintaining the integrity of the industries they oversee. To carry out their responsibilities effectively, regulatory bodies require employees with in-depth regulatory expertise—professionals who can navigate complex legal and regulatory frameworks.

In this article, we will explore the recruitment challenges faced by regulatory bodies and provide strategies to overcome them. We’ll also discuss how partnering with a specialised recruitment agency, like re:find, can help tackle these issues and secure the right talent.

Key Recruitment Challenges in Regulatory Bodies

  1. Rapidly Evolving Regulations

A significant number of recruitment challenges in regulatory bodies is the constant evolution of regulations. As laws and compliance frameworks shift, regulatory bodies need to adapt quickly, which in turn affects the skills and knowledge required from prospective candidates. These organisations often struggle to find candidates with up-to-date knowledge of new regulations and emerging technologies, as well as the ability to apply this expertise within their industry.

  1. Limited Talent Pool

Another common issue is the limited talent pool available for regulatory roles. Given the highly specialised nature of regulatory expertise, it often takes time for professionals to gain the necessary knowledge and experience. As new regulations are implemented, there is a lag in the development of qualified candidates, creating fierce competition for top talent. Regulatory bodies may find themselves in direct competition with private sector companies and consultancies, who are also looking for professionals with regulatory expertise.

  1. High Market Demand for Regulatory Experts

The demand for regulatory professionals isn’t limited to just regulatory bodies. With the rapid development of new compliance requirements, professionals with the relevant expertise are highly sought after across multiple sectors, including private businesses, consulting firms, and industry associations. This increased demand makes it difficult for regulatory bodies to attract and retain qualified candidates, as they may be competing with higher-paying roles in the private sector.

  1. Lengthy Recruitment Processes

Regulatory bodies often face challenges related to the time it takes to complete the recruitment process. Finding the right candidate with the necessary skills and experience in regulatory matters is just the beginning. These candidates often have to undergo rigorous background checks, security clearances, and competency assessments, which can significantly delay the hiring process. The need to balance speed and thoroughness is a constant challenge.

Strategies to Overcome Recruitment Challenges in Regulatory Bodies

To address these challenges, regulatory bodies need to adopt proactive and innovative recruitment strategies. Below are several approaches that can help:

  1. Partnering with Specialist Recruitment Agencies

Engaging with recruitment agencies that specialise in regulatory affairs or compliance-related fields can give regulatory bodies access to a broader and more targeted pool of candidates. These agencies often maintain networks of professionals with niche regulatory experience and can assist in identifying candidates who meet the specific needs of the organisation. At re

, we work closely with regulatory bodies to provide tailored recruitment solutions.

  1. Collaborating with Educational Institutions

Establishing relationships with universities and educational institutions that offer programmes in regulatory affairs, law, or industry-specific disciplines can help create a pipeline of talent. Regulatory bodies can attend career fairs, host workshops, or develop internships to engage with students and graduates who are interested in regulatory careers. This can help identify future talent before they even enter the competitive job market.

  1. Developing Internal Talent

Another strategy is to develop internal talent by identifying employees who may not have direct regulatory experience but possess transferable skills. By investing in training and upskilling existing staff, regulatory bodies can cultivate regulatory expertise within their own teams. This approach can also improve employee retention and reduce the need for external recruitment.

  1. Encouraging Employee Referrals

Employee referrals are often a reliable way to find candidates with the right experience and expertise. Employees in regulatory roles may have connections within their professional networks who are also well-versed in regulatory matters. Implementing a structured referral programme can help identify potential candidates who might not be actively seeking new roles but are open to opportunities.

Overcoming recruitment challenges in regulatory bodies requires a combination of proactive strategies and long-term partnerships. With a rapidly changing regulatory landscape, limited talent pools, and high market demand, regulatory bodies must be creative in their approach to securing the best talent. By partnering with specialist recruitment agencies, building relationships with educational institutions, and developing internal talent, regulatory bodies can successfully navigate these challenges and build teams that are capable of fulfilling their vital regulatory responsibilities.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

We understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. We take the time to understand your organisation’s culture and values, as well as the specific skills and experience needed for each role.

For more information on re:find please get in contact with our Managing Director, James Cumming.

The Ultimate Guide To Executive Search: Discover The Secrets Of Recruiting Top Talent

Written by

Are you looking to fill a key leadership role in your organisation? Do you need to find a high-caliber candidate with the skills and experience to take your business to the next level? If so, you may want to consider reading our guide to executive search.

But what exactly is executive search, and how can you find the right executive search firm to partner with? In this ultimate guide to executive search, we’ll take a deep dive into the world of senior-level recruitment and explore the secrets of finding top talent for your business. From understanding the executive search process to choosing the right firm and evaluating candidates, we’ll cover everything you need to know to make the most of this powerful recruitment tool. So let’s get started and discover the secrets of recruiting top talent through executive search.

When it comes to filling senior leadership positions, many companies turn to executive search firms for assistance. But with so many options to choose from, how do you know which search firm is right for you? Here are some questions to consider when selecting an executive search firm:

Executive search is a specialised recruitment process that is used to identify and attract highly qualified and experienced professionals for senior-level or executive positions within an organisation. This process is typically carried out by a third-party search firm, also known as an executive search firm or headhunting firm, which is hired by the organisation to find suitable candidates for the position.

What is executive search?

Executive search firms use a variety of methods to identify potential candidates, including networking, database searches, and direct outreach to individuals who may not be actively looking for a new job. They often have extensive industry knowledge and expertise, and are able to evaluate candidates based on a range of criteria, such as their skills, experience, leadership abilities, and cultural fit with the organisation.

The goal of executive search is to identify and attract the most qualified candidates for a senior-level or executive position, and to provide the organisation with a shortlist of candidates who are a good fit for the role. This can be a complex and time-consuming process, but it is essential for organisations that want to find the best possible candidates for their leadership positions.

In our guide to executive search we explore all the questions you should ask to get this right!

What is an executive search firm?

An executive search firm, also known as a headhunting firm, is a specialised recruitment company that helps organisations to identify and attract highly qualified and experienced professionals for senior-level or executive positions.

Executive search firms are typically hired by organisations to conduct an executive search on their behalf. They have a team of experienced recruiters who use a variety of methods to identify potential candidates, including networking, database searches, and direct outreach to individuals who may not be actively looking for a new job.

These firms often have extensive industry knowledge and expertise, and are able to evaluate candidates based on a range of criteria, such as their skills, experience, leadership abilities, and cultural fit with the organisation. They may also use psychometric assessments and other tools to help evaluate candidates.

The goal of an executive search firm is to provide the organisation with a shortlist of highly qualified candidates who are a good fit for the role. This can be a complex and time-consuming process, but it is essential for organisations that want to find the best possible candidates for their senior-level or executive positions.

How to choose between executive search businesses?

When looking for an executive search firm, you want to find one that has experience in your specific industry and understands the unique challenges and nuances of your business. It’s also important to find a firm that has experience filling the type of role you’re looking to fill, whether it’s a CEO, CFO, or other senior leadership position where you might need a specific industry focus.

When choosing an executive search firm, there are several factors to consider. Here are some tips to help you make the right decision:

  1. Industry expertise: Look for an executive search firm that has experience and expertise in your industry. This will help them to understand your specific needs and requirements, and to identify candidates who have the relevant skills and experience.
  2. Track record: Check the firm’s track record and success rate in filling similar roles. Look for testimonials, case studies, and references from previous clients to get an idea of their success rate and the quality of their work.
  3. Search methodology: Ask the firm about their search methodology and process. Look for a firm that uses a comprehensive and thorough search process, including a detailed brief, a targeted search strategy, and a rigorous screening and evaluation process.
  4. Cultural fit: Consider the firm’s cultural fit with your organisation. Look for a firm that understands your values, culture, and vision, and that can help you to find candidates who will fit well with your organisation.
  5. Communication: Look for a firm that communicates clearly and regularly throughout the search process. You should feel comfortable asking questions and providing feedback, and the firm should be responsive and transparent in their communication.
  6. Fees: Consider the fees charged by the firm. Look for a firm that is transparent about their fees and that offers a fair and competitive pricing structure.

By considering these factors, you can choose an executive search firm that has the expertise, experience, and methodology to help you find the best possible candidates for your senior-level or executive positions.

What is retained executive search?

When an organisation hires a search firm on a retainer basis for a senior-level or executive position, they pay an upfront fee to the search firm for their services, regardless of the outcome.

Retained executive search is typically used for high-level and complex executive searches, where the organisation needs to find the best possible candidate for the position. This type of search requires a significant investment of time and resources, and the search firm needs to have a thorough understanding of the organisation’s needs and requirements.

During a retained executive search, the search firm will work closely with the organisation to define the role and create a detailed job specification. They will then use their network and expertise to identify potential candidates, and will conduct a rigorous screening and evaluation process to assess the candidates’ skills, experience, and fit with the organisation.

The search firm will provide the organisation with a shortlist of highly qualified candidates, and will typically assist with the interview process and negotiations with the chosen candidate.

Retained executive search can be an effective way for organisations to find the best possible candidate for a senior-level or executive position. It provides a high level of expertise and support throughout the search process, and ensures that the organisation has access to the best possible candidates for the role.

What is a typical executive search process?

The executive search process can vary depending on the needs and requirements of the organisation and the complexity of the search. However, here is a general overview of the typical executive search process:

  1. Defining the role: The first step in the executive search process is to define the role and create a detailed job specification. This involves working closely with the organisation to understand the key responsibilities, required skills and experience, and cultural fit.
  2. Identifying potential candidates: The search firm will use a variety of methods to identify potential candidates, including database searches, networking, and direct outreach to individuals who may not be actively looking for a new job.
  3. Screening and evaluation: The search firm will conduct a rigorous screening and evaluation process to assess the candidates’ skills, experience, leadership abilities, and cultural fit with the organisation. This may include psychometric assessments, background checks, and interviews.
  4. Shortlisting candidates: The search firm will provide the organisation with a shortlist of highly qualified candidates who are a good fit for the role. The shortlisted candidates will be presented with a detailed brief about the role and the organisation.
  5. Interviewing candidates: The organisation will conduct interviews with the shortlisted candidates to further assess their suitability for the role. The search firm may assist with the interview process and provide feedback and guidance to the organisation.
  6. Selecting a candidate: Once the interviews are complete, the organisation will select a candidate for the role. The search firm may assist with negotiations and the final offer.
  7. Onboarding: Once the organisation selects a candidate, they will collaborate with the search firm and the new hire to ensure a smooth onboarding process and a successful transition into the role.

Overall, the executive search process is designed to help organisations find the best possible candidates for senior-level or executive positions, and to provide support and expertise throughout the search process. Hopefully our guide to executive search can give you all the insights you need to ensure you get this process right.

Why do companies use executive search firms?

Finding the best candidates for a senior leadership position can be a challenge. You want to work with a search firm that has a strong network and understands how to identify and attract top talent. Look for a firm that can demonstrate a successful track record of identifying and placing top candidates.

Companies use executive search firms for several reasons, including:

  1. Access to a broader pool of candidates: Executive search firms have extensive networks and expertise in identifying and attracting top talent, including candidates who may not be actively looking for a new job. This allows companies to access a broader pool of candidates and find the best possible fit for their executive or senior-level roles.
  2. Expertise and support: Executive search firms have a deep understanding of the talent market and the skills and experience required for senior-level and executive positions. They can provide expertise and support throughout the search process, including defining the role, creating a job specification, screening and evaluating candidates, and negotiating the final offer.
  3. Time and resource efficiency: Executive search firms can save companies time and resources by handling the entire search process, from defining the role to onboarding the new hire. While ensuring an efficient and effective executive search process, this allows the company to focus on other important business priorities.
  4. Confidentiality: Executive search firms can provide a high level of confidentiality during the search process, which can be important for senior-level and executive searches. They can also help companies to navigate any potential conflicts of interest or sensitive issues during the search process.

Overall, companies use executive search firms to find the best possible candidates for their senior-level and executive positions, and to provide expertise, support, and efficiency throughout the search process.

What is changing in executive search?

The executive search industry is evolving and adapting to changing market conditions and new technologies. Here are some of the key trends and changes in executive search:

  1. Diversity and inclusion: There is an increasing focus on diversity and inclusion in the workplace, and this is also impacting the executive search industry. Many companies are looking for executive search firms that have a track record of promoting diversity in their searches, and are seeking candidates from diverse backgrounds and with a range of perspectives.
  2. Technology: Technology is transforming the executive search industry, with many search firms using AI and machine learning algorithms to identify and evaluate potential candidates. This can help to streamline the search process and provide more accurate and data-driven insights into the skills and experience of potential candidates.
  3. Virtual recruitment: The COVID-19 pandemic has accelerated the shift towards virtual recruitment, including virtual interviews, assessments, and onboarding. This has also impacted the executive search industry, with many search firms now conducting virtual searches and interviews.
  4. Increased competition: The executive search industry is becoming more competitive, with a growing number of search firms and recruitment platforms entering the market. This is leading to greater specialisation and differentiation among search firms, as well as greater pressure to provide high-quality and efficient search services.
  5. New business models: The traditional retained search model is facing competition from new business models, including contingency search, project-based search, and hourly-based search. These models offer greater flexibility and cost-effectiveness, but may not provide the same level of expertise and support as the traditional retained search model.

Overall, the executive search industry is undergoing significant changes and transformations, driven by shifting market conditions, new technologies, and changing business models. Companies that are looking to partner with executive search firms should be aware of these trends and changes, and look for firms that can provide the expertise, support, and innovation needed to navigate this evolving landscape.

What questions should you ask when selecting a recruitment firm?

You can use these questions to evaluate the expertise, experience, and approach of an executive search firm, and to ensure that you find a firm that best fits your organization’s needs and requirements.

  1. What is your experience in the industry and in conducting searches for the type of role we are looking to fill?
  2. What is your process for identifying and attracting top candidates?
  3. How do you evaluate and screen potential candidates, and what assessments or tools do you use?
  4. Can you provide references or case studies from past clients who have hired for similar roles?
  5. What is your track record of successfully placing candidates in similar roles?
  6. How do you ensure confidentiality and protect sensitive information during the search process?
  7. What is your approach to promoting diversity and inclusion in the search process?
  8. How do you provide support and guidance throughout the search process, including during negotiations and onboarding?
  9. What are your fees and payment structure, and how do they compare to other search firms in the industry?
  10. How do you measure and evaluate the success of your search process?

How much do search firms charge?

Executive search firms typically charge a fee for their services, which is usually based on a percentage of the candidate’s first-year compensation package. The fee can vary depending on the seniority and complexity of the role, the industry, and the location.

For executive-level positions, the fee can range from 20% to 35% of the candidate’s first-year compensation package. However, it’s important to note that these are only general guidelines, and fees can vary significantly depending on the specific search firm and the specific circumstances of the search.

It’s also worth noting that some executive search firms may charge additional fees for expenses such as travel, research, and candidate assessment tools. It’s important to clarify the fee structure and any additional fees with the search firm before engaging their services.

In addition to traditional retained search fees, some executive search firms may also offer alternative fee structures, such as hourly or project-based fees, which can be more flexible and cost-effective depending on the specific needs of the organisation.

In the end, executive search firms charge fees as an investment in finding the best possible candidate for the role. You should weigh these fees against the potential value that the candidate can bring to your organisation in the long term.

Who are the biggest global executive search firms?

There are many global executive search firms, each with their own strengths and areas of specialisation. Here are some of the largest and most well-known executive search firms:

  1. Korn Ferry: Korn Ferry is one of the largest executive search firms in the world, with over 7,000 employees across more than 100 offices in 50 countries. They offer a range of talent solutions, including executive search, leadership development, and organisational design.
  2. Spencer Stuart: Spencer Stuart is a global executive search and leadership advisory firm with over 60 offices in 30 countries. They specialise in executive search, board and CEO advisory services, and leadership assessment and development.
  3. Heidrick & Struggles: Heidrick & Struggles is a global executive search and leadership consulting firm with over 70 offices in 30 countries. They offer a range of talent solutions, including executive search, leadership development, and organisational culture transformation.
  4. Russell Reynolds Associates: Russell Reynolds Associates is a global executive search firm with over 50 offices in 30 countries. They specialise in executive search, board and CEO advisory services, and leadership assessment and development.
  5. Egon Zehnder: Egon Zehnder is a global executive search and leadership advisory firm with over 70 offices in 40 countries. They specialise in executive search, leadership development, and board and CEO advisory services.

Other notable global executive search firms include Odgers Berndtson, Boyden, and Norman Broadbent. We also have a handy list of search contacts that we are happy to share, you can request this at info@refind.co.uk which forms part of our guide to executive search.

OUR FOCUS ON LONG-TERM PARTNERSHIPS

At re:find we believe that recruitment is not a one-off transaction but rather a long-term partnership. We aim to build long-term relationships with our clients, providing ongoing support and advice to help them find and retain the best talent for their organisation.

We understand that every organisation is unique and that there is no one-size-fits-all solution when it comes to recruitment. That’s why we offer bespoke recruitment solutions that are tailored to meet the specific needs of each client. Whether you need help with a single hire or a full recruitment campaign, we can help.

We are committed to providing our clients with the highest quality service. We take the time to understand your organization’s culture and values, as well as the specific skills and experience needed for each role.

For more information on our guide to executive search please get in contact with our Managing Director, James Cumming.

We have been named as a supplier on Crown Commercial Service £45m RM6229 framework

Written by

We’re proud to announce that we have been named as a supplier on Crown Commercial Service (CCS) RM6229 Permanent Recruitment 2 Framework – Lot 2: Non Clinical General Recruitment.

CCS supports the public sector to achieve maximum commercial value when procuring common goods and services.

The framework application and tender process was rigorous, to ensure that suppliers can provide a truly quality recruitment service to the public sector, so we’re really proud to have made the supplier list. We’re looking forward to supporting public sector customers with their executive recruitment needs.

CCS supports the public sector to achieve maximum commercial value when procuring common goods and services. In 2020/21, CCS helped the public sector to achieve commercial benefits equal to £2.04bn – supporting world-class public services that offer best value for taxpayers.

We’re thrilled to be on the CCS suppler list, ensuring a robust and fair recruitment process, true diversity in candidates and helping to get the very best value for money for UK taxpayers!

Crown Commercial Service (CCS) is an Executive Agency of the Cabinet Office. To find out more about CCS, visit: www.crowncommercial.gov.uk or follow on Twitter or LinkedIn.

James Cumming is our MD and leads our Interim Transformation practice. If you’ve got a hard-to-fill role and need some help, get in touch. Connect with him on LinkedIn here.

If you would like to find out more about re:find and how we can support you and your business, then please get in touch.

re:find team: Introducing Saran

Written by

We’d like to introduce you to the newest member of the re:find team: Saran Badwal, our Associate Researcher.

Saran has previously worked within the hospitality industry leading a front of house department and providing a tailored experienced to customers. This, combined with her degree in psychology, has nurtured and intensified her need to get to know people and how they work, leading her to pursue a new career here at re:find.

What will you be doing at re:find?

 

As Associate Researcher, I will be responsible for sourcing and communicating with potential candidates to aid our director’s executive search campaigns. I will live and breath our organisation’s values in order to meet our goal, to be the most helpful firm.

Why re: find?

 


re:find doesn’t feel like your everyday recruitment firm. Everyone here wants to give their all into helping our clients find the right person for their organisation and to go about it the right way. Every case is unique and is treated that way. re:find doesn’t just go through the motions, they take the time to get to know clients and potential candidates leading to suitable and successful placements.

What is it like being a part of team re:find?

 

If you searched up the word “collaborative” in the dictionary, there should be a picture of the re:find team next to it. Since I started, everyone has been inviting, helpful and fun to be around, it’s just such a positive environment. I look forward to seeing what we can achieve together.

 

Saran Badwal is our Associate Researcher. If you’d like to discuss executive research with her, you can email her on saran@refind.co.uk.