Conquering Your Mountain: A Practical Guide to Achieving Business Goals

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Conquering Your Mountain: A Practical Guide to Achieving Business Goals

Achieving business goals—whether personal or professional—can be a daunting task. We all have our metaphorical mountain tops: those seemingly insurmountable objectives we dream of reaching. But how can we conquer them effectively and systematically?

One proven approach is outlined in The One Thing by Gary Keller. If you haven’t read it yet, it’s a must. The book presents a transformative question: What is the one thing you can do such that by doing it, everything else will become easier or unnecessary? It’s “the surprisingly simple truth behind extraordinary results.”

Keller’s approach revolves around breaking down big goals into long-term and short-term objectives, transforming them into manageable, actionable tasks. Let’s explore how this framework can help you tackle your business ambitions step by step.

Step 1: The Process To Achieving Business Goals – Direction and Action

This process works in two essential stages: finding direction and chasing action.

1. Finding the Right Direction

Before diving into the details, step back and ask yourself: What is the one thing I truly want to achieve? This big-picture goal should align with your ultimate vision—whether it’s scaling your business, reaching a specific revenue target, or mastering a personal skill. Think of it as your North Star, guiding all your efforts.

Once defined, visualise what success looks like. For instance:

  • If you’re aiming to improve operational efficiency, what will that mean for your team and business?
  • If you’re building a new revenue stream, how will it transform your financial future?

Clarity at this stage is crucial. Without a clear destination, you’ll struggle to chart an effective course.

2. Taking the Right Actions

The second stage focuses on breaking your goal into manageable tasks. Start small:

  • Today: What’s one small step I can take that aligns with my goal?
  • This Week: What’s a more substantial action that will create momentum?
  • This Month: What measurable milestone can I achieve to ensure progress?

By consistently returning to your one thing, you ensure every action is deliberate, aligned, and impactful. This approach also prevents overwhelm, as you’re tackling one focused task at a time instead of being paralysed by the enormity of the goal.

Step 2: Staying on Track To Achieving Business Goals

Even with a solid plan, staying on track can be challenging. Here’s how you can maintain focus and momentum:

Define Your Goals Clearly

Vague goals lead to vague results. Instead of saying, I want to grow my business, aim for something concrete like:

  • I want to increase revenue by 20% in the next six months through X strategy. Clearly defined goals provide a sharper focus and measurable outcomes.

Be Specific About the Benefits

Understanding why you’re pursuing a goal keeps you motivated. What will achieving this bring you or your business? Will it enhance profitability, improve team dynamics, or free up your time? When you’re clear on the benefits, it’s easier to stay disciplined.

Regularly Revisit the ‘One Thing’

Distractions are inevitable, but returning to your one thing helps cut through the noise. Every time you feel pulled in multiple directions, ask: Is this contributing to my goal? If not, let it go.

Commit to Accountability

Share your goals with trusted colleagues, friends, or family. Let them hold you accountable. Writing down your goals and setting deadlines also creates urgency and keeps you on track.

Celebrate Wins – Big and Small

Don’t wait for the final milestone to celebrate. Acknowledge smaller achievements along the way. This not only boosts morale but also reminds you how far you’ve come, motivating you to keep going.

A Practical Example To Achieving Business Goals: Breaking Down Goals

Let’s say your business goal is to launch a new service within six months. Here’s how to apply this framework:

  1. Define the Big Goal: Launch Service X by 30th June to target [specific audience], generating £50k in revenue within the first quarter.

  2. Break It Down:

    • This Month: Research market demand and create a detailed business plan.
    • This Week: Identify three competitors and analyse their offerings.
    • Today: Draft a list of potential challenges and solutions.

  3. Revisit Regularly: Ensure every action aligns with launching the service. If a task doesn’t contribute directly, deprioritise it.

  4. Celebrate Milestones: Completing market research, securing your first client, or hitting the halfway revenue target—all deserve recognition.

Final Thoughts: Reach Your Mountaintop

Success doesn’t come from a single monumental effort but from consistent, deliberate steps. By focusing on the one thing and breaking your goals into manageable actions, you can reduce overwhelm, build momentum, and set yourself up for long-term success.

Whether you’re pursuing business growth, personal development, or any other ambition, the key is clarity, focus, and persistence. Keep climbing, and don’t forget to pause occasionally to celebrate how far you’ve come.

 

To have a chat about your goals contact me at carl@refind.co.uk.

Carl Hinett is our Director & Executive Search Specialist. If you’ve got a hard-to-fill role and need some help, get in touch or Connect on LinkedIn

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Unlock Growth with HR Recruitment Agencies and Top Talent

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The Ultimate Guide to HR Recruitment Agencies: How They Can Help Your Business Thrive

I’ve spent the past two decades helping businesses navigate the complexities of recruitment and talent acquisition. My journey began with a passion for connecting talented professionals with the right opportunities, and over the years, I’ve honed my expertise in understanding what drives both businesses and candidates.

In a rapidly changing job market, I’ve seen first-hand how crucial it is for companies to not only find the right skills but to secure the right cultural fit, something that’s often underestimated in the hiring process. I’ve built re:find on this very principle—matching great businesses with exceptional people who can truly make an impact.

In today’s competitive business environment, hiring the right people is essential for success. Whether you’re running a start-up or managing an established company, finding top talent can be a major challenge.

This is where HR recruitment agencies come in. They specialise in making the hiring process more efficient, helping businesses attract and retain skilled employees. In this guide, we’ll explore how HR recruitment agencies can significantly benefit your company, with a particular focus on London, one of the world’s most dynamic job markets.

Table of Contents:

  1. What Are HR Recruitment Agencies?
  2. How HR Recruitment Agencies Make Hiring Easier
  3. Why Partnering with an HR Agency Is a Smart Move
  4. Real-Life Success Stories: Businesses That Have Thrived with HR Agencies
  5. Spotlight on HR Recruitment Agencies in London
  6. How to Choose the Right HR Recruitment Agency for Your Business
  7. Final Thoughts: Why HR Agencies Are a Game-Changer for Your Business

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  1. What Are HR Recruitment Agencies?

Hiring can often feel like an overwhelming task. Reviewing CVs, conducting interviews, and negotiating offers can take up a huge amount of time and effort. HR recruitment agencies take the load off by specialising in finding the best candidates for your roles. Whether you need temporary staff, contractors, or full-time employees, these agencies streamline the entire process, helping you find the right people more efficiently.

How Do HR Recruitment Agencies Work?

HR agencies are like matchmakers for businesses and potential employees. They start by understanding your company’s needs—what roles you’re hiring for, the skills required, and the type of candidate who would thrive in your team. Then they use their expertise to find the ideal match.

Agencies handle everything, from sourcing candidates and screening applications to arranging interviews and negotiating salaries. Some even assist with onboarding, ensuring that new hires integrate smoothly into your team.

  1. How HR Recruitment Agencies Make Hiring Easier

HR recruitment agencies simplify every stage of the hiring process, allowing you to focus on other important aspects of your business. Here’s how they typically work:

– Consultation: The agency first gets to know your business. What kind of people are you looking to hire? What skills and experience do they need? This consultation helps them tailor their search.

– Talent Sourcing: Recruitment agencies use multiple methods to find potential candidates. They search job boards, social media platforms, and tap into their own databases of qualified professionals. They might also reach out to passive candidates—people who aren’t actively job-hunting but are open to new opportunities.

– Screening and Interviews: The agency handles the initial CV screening and preliminary interviews. This way, only the most suitable candidates are passed on to you for consideration.

– Onboarding Support: Some agencies go a step further, helping with the onboarding process to ensure new employees settle in well and can hit the ground running.

By handing over these tasks to specialists, you save yourself the hassle and get the best talent without wasting precious time.

  1. Why Partnering with an HR Agency Is a Smart Move

There are numerous benefits to working with an HR recruitment agency that go beyond just finding candidates. Here’s why more and more businesses are turning to these agencies to build their teams:

  1. Access to a Broader Talent Pool

Recruitment agencies have access to a wider range of candidates. Through their vast networks, they can reach top professionals who may not be actively applying for jobs but would be open to the right opportunity. This means you get access to better talent, faster.

  1. Industry-Specific Expertise

Agencies that specialise in specific industries, such as IT, finance, or healthcare, have a deep understanding of the skills required in those fields. Their niche knowledge means they can pinpoint the right candidates quickly and effectively.

  1. Time and Cost Savings

The hiring process can be long and expensive if done in-house. Recruitment agencies take care of everything, from advertising the job to vetting applicants, saving you both time and money. They can also help avoid the costly mistake of hiring the wrong person.

  1. Reduce the Risk of a Bad Hire

Hiring mistakes can cost businesses thousands of pounds—not just in wages, but in lost productivity and team morale. Recruitment agencies conduct rigorous background checks, verify qualifications, and assess cultural fit to help ensure you’re bringing the right people into your business.

  1. Flexible Staffing Solutions

Whether you need temporary staff to cover busy periods, contract workers for specific projects, or permanent employees, recruitment agencies offer flexible staffing options. This ensures you get the talent you need, when you need it.

  1. Real-Life Success Stories: Businesses That Have Thrived with HR Agencies

Let’s take a look at some real-life examples of businesses that have thrived thanks to working with HR recruitment agencies.

Case Study 1: Supporting a Global Firms Transition to a Centralised HR Model

Client Overview:
A global professional services firm was undergoing a significant HR transformation, requiring a shift from a federated HR structure to a more centralised HR model. The newly appointed Chief People Officer (CPO) needed to assess and restructure the HR team globally to align with the company’s future goals.

Challenges:

  • The existing HR structure was fragmented across regions, making it difficult to implement a unified strategy.
  • The CPO needed a thorough evaluation of the global HR talent to identify key players and where external hires might be needed.
  • Ensuring a seamless transition to a centralised HR approach was crucial for maintaining operational efficiency and driving strategic objectives.

READ FULL CASE STUDY HERE

Case Study 2: Transforming the HR Function for a Global Pharmaceutical Business

Client: Confidential (Global Pharmaceutical Business)

Duration: 2 Years

Objective: To reshape the HR function for a global pharmaceutical company, enabling it to better support the business’s strategic objectives and drive significant improvements in efficiency and effectiveness.

Overview: Our client, a leading global pharmaceutical business, engaged us to assist their Chief People Officer in a comprehensive transformation of their HR team.

The goal was to modernise and optimise their HR operations, ensuring they were aligned with the company’s long-term strategic vision.

Challenges:

  • Outdated HR processes and systems
  • Lack of consistency in terms and conditions across different regions
  • Inefficient organisational structure
  • Need for specialised leadership within HR functions

READ FULL CASE STUDY HERE

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  1. Spotlight on HR Recruitment Agencies in London

London is one of the world’s busiest and most competitive job markets, particularly in industries like finance, tech, and the creative sectors. Working with HR recruitment agencies in London can give your business a significant edge.

Why London-Based HR Recruitment Agencies Stand Out

– Access to Top Talent: London attracts professionals from around the globe, and recruitment agencies in the city have deep connections with the city’s diverse talent pool.

– Expert Knowledge of the Local Market: HR agencies based in London understand the nuances of the city’s job market, from post-Brexit visa regulations to changing employment trends like hybrid working.

– Industry Specialisation: Many London-based agencies specialise in specific industries, making them better equipped to find niche talent for your business.

If you’re hiring in London, partnering with a local HR agency can help you secure the best talent in the city’s fast-moving job market.

  1. How to Choose the Right HR Recruitment Agency for Your Business

Selecting the right HR recruitment agency can be a game-changer. Here are some tips to help you make the best choice:

  1. Look for Industry Expertise

Choose an agency that specialises in your industry. This ensures they understand the specific roles you’re hiring for and can find candidates with the right skills and experience.

  1. Check Their Track Record

Ask for testimonials and case studies from previous clients. This will give you insight into the agency’s success rate and the kind of companies they’ve worked with.

  1. Consider Their Local Knowledge

For businesses in London, working with a local HR recruitment agency offers the advantage of in-depth knowledge of the London job market and access to local talent.

  1. Range of Services

Not all agencies offer the same services. Some provide end-to-end recruitment solutions, while others focus on sourcing talent only. Choose an agency that meets all your hiring needs, whether that’s recruitment, onboarding, or employee retention.

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  1. Final Thoughts: Why HR Agencies Are a Game-Changer for Your Business

In a competitive job market, partnering with an HR recruitment agency can make all the difference in finding the right talent quickly and efficiently. Whether you’re based in London or elsewhere, these agencies save you time, reduce the risk of a bad hire, and ensure you’re getting the best people to help your business grow.

For companies in London, working with a specialist local HR agency is especially beneficial. They have a deep understanding of the city’s job market and access to a wide range of talent across different industries.

In short, HR recruitment agencies don’t just help you fill vacancies—they’re strategic partners in building a stronger, more successful team.

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.

Reducing Stress in the Workplace: A Comprehensive Guide

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In today’s fast-paced world, Reducing Workplace Stress is paramount to organisations. It’s no secret that workplaces can often be hubs of tension and anxiety. As the demands of our jobs rise, so do our stress levels. But why is it so important to tackle this issue head-on to reduce stress in the workplace, and how can we ensure our work environment promotes well-being and productivity? Let’s delve into the world of ‘reducing stress in the workplace’.

Workplaces: A Breeding Ground for Stress

Some industries and professions are naturally more stressful than others. Let’s explore a few ways of Reducing Workplace Stress:

  1. Healthcare: Medical professionals, be it doctors, nurses, or paramedics, face high-pressure situations daily. Dealing with life and death scenarios can take its toll.
  2. Law Enforcement: Police officers and detectives often encounter dangerous situations and must make split-second decisions that can have long-lasting impacts.
  3. Financial Services: Stockbrokers, for example, deal with vast amounts of money and need to make rapid decisions in a fluctuating market.
  4. Journalism: Deadlines, the hunt for a breaking story, and navigating through challenging terrains can be stressful for journalists.

Why Reducing Workplace Stress in the Workplace is Crucial

Stress isn’t just an individual’s problem; it’s an organisational concern. Here’s why reducing workplace stress is essential:

  1. Health Implications: Chronic stress is linked to numerous health issues, including heart disease, insomnia, and weakened immune systems.
  2. Productivity: Excessive stress can lead to decreased concentration and mistakes. This impacts both individual performance and the company’s bottom line.
  3. Retention Rates: High-stress levels lead to increased staff turnover, with companies facing the additional cost of hiring and training new employees.

Effective Strategies for Reducing Workplace Stress

Knowing the problem is only half the battle. Implementing solutions is key. Here are some strategies that organisations can employ:

  1. Flexible Working Hours: This allows employees to manage their time effectively, balancing work and personal commitments.
  2. Breaks: Encourage regular breaks. Even a short 5-minute walk can help in resetting and refreshing one’s mind.
  3. Open Communication Channels: Staff should feel they can talk about their concerns or challenges without fear of retribution.
  4. Professional Development: Training programmes that equip employees with the skills they need can reduce task-related stress.

Assessing and Reducing Workplace Stress Levels

It’s crucial to understand the stress levels within an organisation. Here’s how to gauge:

  1. Surveys: Anonymous employee surveys can help gauge the overall mood and stress levels.
  2. Open Door Policy: When employees know they can speak freely with managers or HR, it’s easier to understand and address underlying issues.
  3. Monitor Absenteeism: Frequent sick leaves can be an indicator of high stress or burnout.
  4. Feedback Sessions: Regular feedback sessions can provide insights into areas causing undue stress.

Case Study: The XYZ Company Transformation

XYZ Company, a tech startup, was facing a high employee turnover rate in 2020. An internal survey revealed that 70% of the staff were experiencing high stress, mainly due to unrealistic deadlines and lack of clear communication from the management.

In 2021, the company implemented changes, such as flexible work hours, professional training sessions, and regular team-building activities. By mid-2022, not only did the turnover rate decrease by 40%, but the company also witnessed a 25% increase in overall productivity.

The Bright Side: Benefits of a Stress-free Workplace

A workplace that actively works to reduce stress enjoys numerous benefits:

  1. Higher Productivity: A stress-free employee is more likely to be focused, motivated, and efficient.
  2. Better Team Dynamics: Reduced stress levels often lead to improved collaboration and teamwork.
  3. Increased Loyalty: Employees are more likely to stay with a company that values their well-being.
  4. Enhanced Reputation: In the age of reviews and online forums, a company’s reputation as an employer matters. A stress-free environment can be a significant draw for top talent.

Conclusion

Stress in the workplace isn’t just an employee’s concern; it affects the very fabric of an organisation. Recognising the signs and actively implementing measures to counteract stress is not just a ‘nice-to-have’ but a necessity in today’s corporate landscape. As the case study demonstrates, the transformation from a high-stress environment to a supportive and understanding one can yield tangible, positive results. Reducing stress in the workplace isn’t a choice; it’s imperative.

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.

 

How to Prepare for a Senior Leadership Interview

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Preparing for a senior leadership interview is pivotal if you’ve ever aspired to climb the corporate ladder and secure a senior leadership role. You’ll know that the journey isn’t just about meeting the qualifications on paper. It also involves acing the interview that can make or break your career. The process of preparing for a senior leadership role interview requires meticulous planning, self-assessment, and a clear understanding of what’s expected from you in such a high-stakes situation. In this blog, we’ll delve into the intricacies of interview preparation, offering guidance on how to excel and secure your dream leadership position.

The Importance of Preparation for a Leadership Interview

Why Preparation Helps

A key part of the preparation process is understanding why it’s so crucial. Adequate preparation not only boosts your confidence but also demonstrates your commitment to the role. When you enter the interview room well-prepared, you send a clear message to the interviewers that you’re serious about the position and have the skills necessary to excel in it.

Internalise the Job Description

One of the first steps in your interview preparation journey is to thoroughly understand the job description. Ensure that you can align your skills, experience, and personal attributes with the specific requirements of the role. By doing so, you’ll be better equipped to showcase how you are the perfect fit for the job.

Research the Company

Studying the company’s history, culture, and recent achievements is another vital aspect of preparation. Demonstrating knowledge about the company and its values will highlight your genuine interest and commitment.

How to Prepare for a Leadership Interview

Now that you understand the importance of preparation, let’s move on to the “how.” Effective preparation for a senior leadership role interview involves several key steps:

  • Self-Reflection

Before diving into the interview preparation process, take a moment to reflect on your career journey and your personal leadership style. What are your strengths, weaknesses, and values? Understanding yourself is essential to articulating your unique leadership approach during the interview.

  • Set Clear Objectives

Define your goals for the interview. What impression do you want to leave on the interviewers? What key points do you want to emphasise? Setting clear objectives will help you stay focused during the interview.

  • Practice, Practice, Practice

One of the most effective ways to prepare is by practicing your responses to potential interview questions. Seek out a trusted friend or colleague who can conduct a mock interview, providing you with valuable feedback.

  • Dress the Part

Don’t underestimate the power of appearance. Ensure you dress professionally and appropriately for the position you’re interviewing for. First impressions matter, and dressing the part is a step toward making a strong initial impact.

Ways of Preparing

While there are several ways to prepare for a senior leadership role interview, it’s essential to choose the methods that work best for you. Here are some common approaches:

  • Online Resources

Numerous online resources offer valuable insights into interview preparation. Websites like Indeed, LinkedIn, and Glassdoor provide information on common leadership interview questions and tips on how to answer them.

  • Books

Consider reading books on leadership and interview techniques. “The Art of Possibility” by Rosamund Stone Zander and Benjamin Zander and “Leaders Eat Last” by Simon Sinek are great options to expand your leadership knowledge.

If you’re seeking personalised guidance, you might benefit from hiring a professional interview coach. They can provide targeted feedback and help you refine your interview skills.

Examples of Leadership Interview Questions

In any interview, you should be prepared to answer a variety of questions. For a senior leadership role interview, questions may revolve around your experience, leadership style, and decision-making abilities. Here are some common examples:

  1. Tell us about your leadership experience.
  2. How do you handle conflict within your team?
  3. Describe a challenging decision you’ve made and its outcome?
  4. What is your vision for the company, and how will you implement it?

It’s essential to anticipate these questions and formulate thoughtful, concise responses that highlight your qualifications and suitability for the role.

How to Give the Best Answers in a Leadership Interview

Nailing the interview isn’t just about what questions you’re asked; it’s also about how you answer them. Here are some tips for providing the best responses:

STAR Method

When answering behavioral questions, consider using the STAR method:

  • Situation: Describe the context or situation.
  • Task: Explain the specific task or challenge you faced.
  • Action: Describe the actions you took.
  • Result: Share the outcomes and results of your actions.

This structured approach helps you provide comprehensive answers.

  • Be Specific

Use concrete examples from your past experiences to support your claims. Specifics make your answers more convincing and memorable.

  • Stay Positive

Even when discussing challenges or failures, maintain a positive tone. Emphasise what you learned from those experiences and how they’ve made you a stronger leader.

What If You Struggle with Questions?

Interviews can be nerve-wracking, and it’s not uncommon to struggle with certain questions. Here’s what to do if you find yourself stumped:

  • Pause and Think

Don’t rush to answer a question. Take a moment to collect your thoughts and structure your response. A brief pause is much better than an incomplete or unclear answer.

  • Seek Clarification

If you don’t fully understand a question, don’t hesitate to ask for clarification. It’s better to ensure you’re answering the right question than to give an off-topic response.

  • Practice Active Listening

Active listening during the interview is crucial. Make sure you fully understand the question before you respond. If you’re unsure, repeat the question or ask for confirmation.

How to Stand Out

To stand out in a senior leadership role interview, you need to leave a lasting impression. Here are some strategies to help you shine:

  • Share Unique Insights

Offer fresh, original perspectives on industry trends, challenges, and opportunities. Interviewers appreciate candidates who bring innovative ideas to the table.

  • Emphasise Cultural Fit

Highlight your alignment with the company’s culture and values. Showcase your ability to seamlessly integrate into the existing team.

  • Showcase Emotional Intelligence

Demonstrate your emotional intelligence by showing empathy, self-awareness, and the ability to build strong relationships. These soft skills are highly valued in leadership positions.

Tips for Success

Achieving success in interviews involves a combination of factors. Here are some additional tips to ensure you make the most of your opportunity:

  • Confidence and Humility

Strike a balance between confidence and humility. You should exude confidence in your abilities while remaining open to learning and collaboration.

  • Elevator Pitch

Prepare a concise and compelling elevator pitch that highlights your strengths, values, and what sets you apart as a leader.

  • Ask Questions

Towards the end of the interview, be prepared to ask insightful questions about the role and the company. This shows your genuine interest and engagement.

  • Staying Calm Under Pressure

Maintaining composure during a senior leadership role interview can be challenging. Here’s how to stay calm under pressure:

  • Practice Relaxation Techniques

Before the interview, engage in relaxation techniques like deep breathing and visualisation to calm your nerves.

  • Mindfulness

Practice mindfulness to stay present during the interview. Focus on the questions and your responses without getting overwhelmed by anxiety.

Positive Self-Talk

Replace negative self-talk with positive affirmations. Remind yourself of your qualifications and your value to the organisation.

Correcting Errors or Answers in a Leadership Interview

If you make a mistake or feel you could have answered a question better, don’t be afraid to correct it:

  • Acknowledge the Mistake

If you recognise an error in your response, acknowledge it and clarify your intended answer.

  • Maintain Confidence

Correcting an answer doesn’t have to diminish your confidence. It can actually demonstrate your commitment to providing accurate and well-thought-out responses.

View any errors as learning opportunities. Use them to refine your interview skills and improve for future interviews.

In conclusion, preparing for a senior leadership role interview is a multi-faceted process that demands dedication and self-reflection. By understanding the importance of preparation, learning how to prepare effectively, and mastering the art of answering interview questions, you can increase your chances of securing your desired leadership position. Remember, success in interviews is not just about showcasing your qualifications but also about demonstrating your leadership potential and your ability to thrive in a senior role. With these tips and strategies, you can confidently embark on your journey to becoming a senior leader in your organisation. Good luck!

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.

The Future of Work in the Next 10 Years?

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The world of work is always changing. Every year, new technology, changing attitudes, and global events shape the way we work. But what will the next decade bring? Let’s dive into the future of work and see what predictions we’re hearing already for the next 10 years.

1. More Remote Work

One thing we’ve learnt recently is that many jobs can be done from home. Thanks to the internet and tools like video calls, many of us can work from anywhere. Regarding the future of work in the next 10 years, experts reckon that even more of us will be working from home or from other places, not just the office.

2. Learning all the Time

With new tech and tools coming out all the time, we’ll all need to keep learning. This means that ongoing training will be a big part of most jobs. So, get ready to be a student for life as the future of work changes.

3. Well-being at Work

People are understanding more and more that happy workers do better work. Companies will focus on making sure their staff are happy, healthy, and feel good at work. This could mean more breaks, better workspaces, or even things like yoga classes.

4. Green Jobs

As we all try to look after our planet better, there’ll be more jobs in green industries in the future of work. This could be things like making clean energy, designing eco-friendly products, or helping companies be greener.

5. Robots and People Working Together

Some people worry that robots will take all the jobs. But many experts think that robots will work alongside us. This means we might work with machines, using them to help us do our jobs better.

6. Flexibility will be Key

The 9-to-5 workday might become a thing of the past. More companies will let people choose when and where they work. This is great news for people who like to work at different times or in different places.

7. More Teamwork

In the future, many of us will work in teams more often. This means we’ll need to be good at working with other people, understanding their ideas, and sharing our own.

To Wrap Up

The future of work sounds exciting, right? There’ll be challenges, of course, but also loads of new opportunities. One thing is for sure – the world of work will keep changing, and we’ll all need to be ready to change with it.

Looking for more insights into the world of work? Keep an eye on our blogs and posts for the latest news and trends.

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.

Red Flags in Recruitment: How to Identify and Respond to Potential Issues During the Hiring Process

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Spotting and Addressing Red Flags in Recruitment: A Guide to Hiring the Right Talent

Recruiting the right people for your team is essential to driving your business forward. However, the hiring process can present challenges, and you may encounter some warning signs, or “red flags in recruitment,” that suggest a candidate might not be the right fit. Identifying and addressing these red flags early on can save your company significant time, money, and potential headaches.

In this blog, we’ll explore common red flags in recruitment and provide practical advice on how to respond to them effectively, ensuring you hire the best talent for your team.

Why a Strong Process is Crucial to Avoid Any Red Flags in Recruitment

A strong recruitment process forms the foundation of any successful organisation. Hiring the right talent is not just about filling vacancies; it’s about ensuring that each new employee will contribute to the company’s goals, enhance the team dynamic, and integrate smoothly into the company culture. Poor hiring decisions can lead to misalignment within teams, reduced productivity, and even high turnover rates, all of which can be costly for businesses both in terms of time and resources.

The Financial and Cultural Impact of Poor Hires

Recruitment mistakes can have a far-reaching impact. On the financial side, the cost of a bad hire can be staggering, from lost productivity and time spent on retraining to recruitment fees and severance packages. However, the cultural impact can be even more damaging. A poor fit within a team can lower morale, create friction, and diminish overall employee engagement.

Effective Ways to Manage the Recruitment Process

Managing the recruitment process effectively requires a combination of planning, communication, and the use of the right tools and strategies. Here are some key steps to ensure your process is smooth, efficient, and capable of attracting top talent:

  1. Define Clear Job Roles and Expectations Start with a well-defined job description that goes beyond listing qualifications and duties. Be explicit about the role’s responsibilities, the skills required, and the cultural values your company prioritises. This ensures candidates have a clear understanding of what’s expected and self-select based on their suitability for the role.
  2. Establish a Structured Recruitment Process Having a structured, step-by-step recruitment process ensures consistency and fairness. Each candidate should go through the same stages, whether that’s initial screening, interviews, assessments, or reference checks. This process helps to reduce bias and ensures you’re making decisions based on comparable data.
  3. Utilise Multiple Interview Formats Using a combination of interview formats, such as structured interviews, behavioural assessments, and role-specific tests, can give a well-rounded understanding of the candidate’s capabilities. Structured interviews, in particular, help ensure that all candidates are evaluated against the same criteria, which reduces subjective decision-making.
  4. Involve Multiple Stakeholders Involving multiple stakeholders in the recruitment process, such as direct supervisors, team members, and HR professionals, can provide a broader perspective. This ensures that hiring decisions are not based on one person’s opinion, which helps mitigate the risk of unconscious bias influencing the process.

 

Ensuring a Diverse and Unbiased Recruitment Process

Diversity within a workforce is proven to foster innovation, creativity, and higher employee satisfaction. However, promoting diversity requires more than just an intent—it requires an unbiased recruitment process designed to attract a wide range of candidates.

  1. Inclusive Job Descriptions Craft job descriptions using inclusive language that appeals to a diverse audience. Avoid jargon or overly specific qualifications that could unnecessarily limit your pool of candidates. For instance, be mindful of gendered language or industry-specific terms that may unintentionally alienate certain groups.
  2. Blind Recruitment Implementing blind recruitment techniques—such as removing names, genders, or any identifiable information from CVs during the initial screening—can help reduce unconscious bias and ensure candidates are evaluated solely on their skills and experience.
  3. Diverse Interview Panels Creating diverse interview panels brings different perspectives into the decision-making process. This can help counter individual biases and ensures that the hiring decision reflects the broader values of the company. When decision-makers come from different backgrounds and experiences, it encourages a more holistic evaluation of the candidate.
  4. Diversity Training for Recruiters Providing training on unconscious bias and diversity can ensure that everyone involved in the recruitment process is aware of the importance of diversity and inclusion. This training equips recruiters and hiring managers with the tools to make more equitable hiring decisions.
  5. Expanding Recruitment Channels To attract a more diverse candidate pool, consider advertising jobs on platforms that specifically cater to underrepresented groups. Additionally, building partnerships with universities, community organisations, or professional networks dedicated to diversity can help you tap into new talent pools.
  6. Measuring Diversity Metrics Track diversity metrics throughout your recruitment process to identify where any disparities may occur. Regularly reviewing these metrics helps ensure that your process is truly inclusive and provides opportunities to make adjustments if necessary.

 

Common Red Flags in Recruitment to Watch for

While it’s natural for candidates to have different experiences, some warning signs should raise concern during the recruitment process. Here are the most common red flags:

  • CV Inconsistencies

Always scrutinise a candidate’s CV for discrepancies or unexplained gaps in employment. While short breaks are common, long gaps without a reasonable explanation could indicate potential issues with reliability or consistency. Ask for clarity to ensure there’s a valid reason behind these inconsistencies.

  • Vague or Evasive Responses

Candidates who give vague or non-committal answers to direct questions may not have the experience they claim or could be hiding something. Transparency and honesty are crucial traits in employees. Candidates who can’t clearly explain their accomplishments or roles in previous positions should be approached with caution.

  • Lack of Preparation

A candidate who comes to an interview without knowledge of your company, the role, or its requirements demonstrates a lack of genuine interest. Preparedness shows enthusiasm, dedication, and respect for the process, and a candidate who lacks these qualities may struggle to commit long-term.

  • Negative Talk About Previous Employers

While candidates might have experienced difficult situations in past roles, those who openly bad-mouth former employers or colleagues raise concerns about professionalism. This behaviour can indicate a lack of accountability or difficulty working in a team, which could become an issue in your organisation.

  • Frequent Job Hopping

While career mobility is common in today’s workforce, excessive job hopping can be a red flag. A candidate who has consistently moved between jobs in short periods may lack commitment or the ability to handle long-term challenges. It’s essential to dig deeper into their reasons for leaving previous positions to assess their career stability.

 

How to Address Red Flags in Recruitment

When you spot potential red flags, it’s crucial to address them directly but tactfully. Here’s how to approach these situations:

  • Open Communication

Don’t hesitate to ask candidates about any discrepancies or concerns. Sometimes, there are valid reasons behind gaps in employment or frequent job changes, such as health issues, career shifts, or personal circumstances. Approach these conversations with an open mind but maintain a healthy level of scrutiny to ensure the candidate is being forthright.

  • Conduct Thorough Reference Checks

Always check references. Speaking to past employers or colleagues can provide valuable insight into a candidate’s work ethic, strengths, and areas of improvement. Past feedback can help clarify any doubts or confirm concerns about their suitability for the role.

  • Trial Periods

For senior or critical hires, consider implementing a short-term contract or probationary period. This allows both you and the candidate to assess if the role is a good fit before making a long-term commitment. A trial period provides real-world evidence of how well a candidate integrates with your team and contributes to your business.

 

Leveraging Technology to Enhance the Recruitment Process

In today’s digital age, there are numerous tools available to help you identify red flags and streamline the recruitment process:

  • Background Check Platforms

Services such as “The Background Checker” allow you to perform quick and thorough checks on candidates’ backgrounds, including any legal issues or employment verification. For positions that require additional security or legal compliance, a Criminal Records Check may also be necessary.

  • Social Media Screening

While respecting privacy is essential, reviewing a candidate’s public social media presence can offer insight into their personality and professionalism. Platforms like LinkedIn can also confirm career history, endorsements, and recommendations, helping to validate their professional reputation.

  • Video Interviews

If you’re recruiting remotely, tools like Zoom or Skype offer an excellent alternative to traditional in-person interviews. Video interviews provide more personal interaction than a phone call, allowing you to assess a candidate’s communication style and body language, which can be valuable in determining their fit for the role.

 

Striking a Balance Between Trust and Caution

While it’s important to be vigilant for red flags, it’s equally vital not to be overly suspicious. Every candidate will have strengths and weaknesses, and no one is perfect. A candidate’s less-than-ideal past experiences may have led to growth and learning that could benefit your company. Trust your instincts but make sure to provide candidates with a fair opportunity to explain any concerns before ruling them out.

 

Thoughtful Recruitment Leads to Long-Term Success

Recruitment is never an exact science, but by recognising and addressing potential red flags, you can significantly reduce the risk of making a poor hiring decision. Keep in mind that it’s not just about finding the most qualified candidate on paper—it’s about finding the right person who will thrive in your company’s culture and contribute to its long-term success.

Ultimately, a well-rounded recruitment process that focuses on open communication, careful vetting, and the strategic use of technology will help you attract the best talent. Take your time, be thorough, and don’t be afraid to ask the tough questions. It’s always better to spend a little extra time ensuring you’ve found the right person than to rush into a decision you may regret later.

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. On 07539 116418 or mailto:james@refind.co.uk?subject=Connect from website

 

Choosing the Right Candidate for Your Company

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Choosing the right candidate for your company is an art and a science. It’s about understanding the specific needs of your business and merging them with the right human qualities. And so, this guide provides us with some knowledge to make well-informed choices, ensuring that your selected candidate is not only qualified but is also a genuine asset.

1. Equality, Diversity, and Inclusion

It’s paramount to cultivate a diverse and inclusive workforce, which reflects varied experiences and perspectives. By focusing on:

  • Equality: Ensure equal opportunity for all applicants, irrespective of their background.
  • Diversity: Embrace candidates with different life experiences, cultures, and viewpoints.
  • Inclusion: Make certain all employees feel valued and included.
  • Unconscious bias: Train your team to recognise and avoid unintentional prejudices that may affect hiring decisions.

2. Fit for the Current Team

A candidate could appear great on paper, but it’s crucial that they get along with the existing team. With that in mind, how do we ensure we are choosing the right candidate for your company?

  • Company culture: Will the candidate thrive in the company’s current cultural environment?
  • Team dynamics: Consider team compatibility, ensuring a harmonious blend of personalities.

3. Fairness in Recruitment

A just recruitment process is key to ensuring every candidate gets a fair chance:

  • Use structured interviews with consistent questions for all.
  • Establish a clear criterion to evaluate each applicant.
  • Ensure multiple stakeholders are involved in the decision-making.

4. A Robust Recruitment Process

A systematic recruitment process guarantees efficiency with choosing the right candidate for your company:

  • Job description clarity: Detail the required skills, roles, and responsibilities.
  • Multiple interview stages: One way of helping is to incorporate methods such as panel interviews, practical tests, or group exercises (but obviously not being too long winded or over the top) which then in turn helps with the selection process.

5. Utilising Headhunters or Recruitment Companies gets the Right Candidate

Considering professionals can save you time and yield better results:

  • They have a vast network of candidates.
  • They can pre-screen candidates, ensuring only the best reach you.
  • They can offer industry insights and salary benchmarking.

6. Researching and Interviewing the Candidate – gets the Right Candidate

Thorough research and well-structured interviews yield fruitful outcomes:

  • Social media checks: LinkedIn will offer insights into their professional history.
  • Right questions: Ask situational questions to gauge their problem-solving skills.
  • Ask for examples: Let candidates show their achievements with real-life situations they’ve handled.

7. Recognising Transferable Skills and Trainability

Not all skills are listed on a CV, and some can be developed with ease:

  • Transferable skills: Attributes like problem-solving, team management, and communication often transfer across industries.
  • Trainability: Some technical skills can be taught. Gauge a candidate’s willingness and capacity to learn new things.

Conclusion

Choosing the right candidate is a blend of understanding your company’s needs, ensuring a fair and inclusive process, and recognising the potential in individuals. By adhering to these principles, you’re setting your business up for a brighter future filled with dedicated, diverse, and skilled professionals.

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.

How to Best Find a New Job in Leadership

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Whether you’re an experienced leader or someone eager to climb the corporate ladder, finding a new job in a leadership role is a journey. It requires the right mix of introspection, strategy, and action. This guide will walk you through the steps to help you land that coveted leadership role.

1. Knowing when the time is right to move on

It’s essential to recognise when it’s time to move on from your current position. Here are some signs that you may need a new job in leadership

  • You’ve outgrown your current role.
  • There’s limited room for growth or new challenges.
  • You feel undervalued or unsatisfied with your work environment.

Trust your instincts. If you consistently feel like it’s time for a change, it likely is.

2. Searching for a new job in leadership

There are various platforms to find a new job in leadership:

  • Job boards: Sites like LinkedIn, Indeed, and Reed.co.uk often have a plethora of leadership roles.
  • Networking: Join professional groups and associations related to your industry.
  • Recruitment agencies: Many specialise in senior roles and leadership positions.

Before diving in, take these preparatory steps:

  • Update your CV: Highlight achievements, leadership roles, and significant projects.
  • LinkedIn: Ensure your profile is updated, professional, and mirrors your CV.
  • Research: Understand the current market, industry trends, and the skills in demand.

4. Choosing the right companies to apply for a new job in leadership

Not all companies will align with your values or career goals. Research each potential employer by:

  • Reviewing their website and mission statement.
  • Checking employee reviews on platforms like Glassdoor.
  • Understanding the company culture and growth potential.

5. How to best prepare for an interview

Once you’ve landed an interview, preparation is key:

  • Research the company: Know its history, challenges, competitors, and up-to-date news.
  • Practice common leadership interview questions: This will help you articulate your thoughts clearly.
  • Plan your outfit: Dressing professionally makes a positive first impression.

6. How to stand out for the job in a new job in leadership

Standing out is more than just having the required skills:

  • Show passion: Be enthusiastic about the role and the company.
  • Showcase achievements: Quantify results whenever possible.
  • Ask thoughtful questions: This demonstrates your genuine interest and thorough preparation.

7. Knowing if a company is the right fit for you

Securing a job offer is exciting, but it’s equally essential to ensure the company is a good fit:

  • Company culture: Does the environment align with your values?
  • Growth opportunities: Will there be room for professional advancement?
  • Work-life balance: Does the company promote a healthy balance or expect constant overtime?

Remember, an interview is as much about them getting to know you as it is about you getting to know them.

Conclusion

Finding a new leadership role requires time, patience, and strategy. By knowing when it’s time to move on, searching in the right places, preparing thoroughly, and ensuring a company aligns with your goals, you can find a job that not only matches your skills but also brings joy and satisfaction. Happy job hunting!

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.

The Role of a Chief People Officer in Today’s Business Landscape

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In today’s rapidly changing business landscape, the role of a Chief People Officer, is more important than ever. The Chief People Officer (CPO) is a key executive who is responsible for managing a company’s most valuable asset – its people. In this article, we’ll explore the role of a CPO and why it’s essential for businesses to have one.

Who is a Chief People Officer?

A Chief People Officer is a senior executive who is responsible for developing and executing HR strategies that support the overall business objectives. The role of a CPO has evolved significantly over the years, from being a traditional HR head to a strategic business partner who helps drive organisational success. The CPO works closely with the CEO and executive team to align HR policies with the company’s vision and mission.

What are the responsibilities of a Chief People Officer?

The role of a Chief People Officer is wide-ranging and varied, depending on the company’s size and industry. Here are some of the key responsibilities of a CPO:

Developing HR strategies that align with the company’s goals and objectives.

Creating a culture of innovation and collaboration that supports employee engagement and retention.

Identifying and addressing talent gaps within the organisation.

Developing and implementing diversity, equity, and inclusion initiatives.

Managing employee compensation and benefits programs.

Developing and delivering training programs that support employee development and growth.

Ensuring compliance with all HR-related laws and regulations.

Why is a Chief People Officer important?

Having a CPO is critical for any business that wants to attract and retain top talent. The role of a Chief People Officer can help create a workplace culture that supports employee engagement, which can lead to higher productivity, lower turnover rates, and increased profitability. A CPO can also help companies navigate the complex landscape of HR regulations and compliance issues, ensuring that the organisation stays in line with all applicable laws and regulations.

How can we help to get this right?

As an executive search business specialising in HR recruitment, we use various tools and strategies to differentiate between an average and a highly talented Chief People Officer (CPO).

From an executive search perspective, managing the process of differentiating between an average and a highly talented CPO involves a structured and rigorous approach. This includes identifying the key competencies and experience required for the role, developing a job description that accurately reflects these requirements, identifying a diverse pool of candidates, and using a range of assessment tools and techniques to evaluate each candidate’s suitability for the role.

By following a well-structured process, we can help our clients identify the best candidate for the role and ensure that they make the right hiring decision.

Industry expertise: Our Managing Director James Cumming has worked in senior HR appointments for over 15 years. We have in-depth knowledge of the HR industry and the latest HR trends and best practices. We can use this expertise to assess a candidate’s knowledge of the HR landscape, their ability to innovate and adapt to change, and their understanding of how HR can contribute to overall business success.

Behavioral interviewing: One of the most effective ways to assess a CPO’s skills and competencies is through behavioral interviewing. This technique involves asking candidates to provide specific examples of how they’ve handled past HR-related challenges, such as talent management, culture development, and compliance issues. By digging deep into a candidate’s past experiences, we can gain a better understanding of their problem-solving skills, leadership style, and strategic thinking abilities.

Assessment tools: We also use a range of assessment tools to evaluate a CPO’s competencies, personality traits, and work style. These tools can include psychometric tests, cognitive ability tests, and personality assessments. By analysing the results of these tests, we can gain a more objective view of a candidate’s potential fit for a role.

Reference checking: Another critical tool we use to differentiate between an average and a highly talented CPO is reference checking. We reach out to the candidate’s former bosses, colleagues, and subordinates to gain insight into their work ethic, management style, and overall performance. Reference checking can provide a more comprehensive view of a candidate’s strengths and weaknesses and help us determine if they would be a good fit for our client’s organisation.

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 please get in contact with our Managing Director, James Cumming.

How to increase commercial awareness

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Over the last few years, you may have noticed more companies are advertising for commercial awareness when hiring prospective new employees.

I can tell you from personal experience, that lack of commercial awareness is one of the key reasons that good candidates are rejected at interview stage. “They were really great, but just lacked the commercial edge we were looking for.”

 

So what exactly is commercial awareness and knowledge, and is it something that you can learn?

 

First of all, yes, anyone can learn commercial awareness and knowledge. It does, however, take hard work and dedication to become good at it. It should be noted that commercial knowledge isn’t the same as general knowledge.

Commercial knowledge refers to a sound understanding of what a business does, how it makes its money, the market in which it operates and how you and your role can fit into it. Often this means considering things such as, how you can increase revenue or market share, customer service levels, improved productivity levels, a better and more efficient team environment, great levels of quality assurance, less waste – I think you get my drift here!

 

If you want to actively increase your commercial knowledge you can consider these top tips to help you get it right:

 

  • You must understand what a business does and have a good understanding of its competitor environment.
  • Do your research and look at their online presence e.g. Glassdoor, LinkedIn groups, Twitter, Feefo. These can give indicators of customer service levels and employee satisfaction rates.
  • Look out for important events. Are there any future projects a company is about to begin working on? What have they done in the past?
  • Be aware of how economics can affect that business.
  • Think about the challenges that a business could be facing and formulate ideas on how you can help solve them.
  • If you’re at an interview, a great way to demonstrate your commercial knowledge is to have a couple of ready-made questions prepared.

 

There is no quick fix for getting commercial awareness but by putting the effort in, potential employers will give you kudos for trying, even if you don’t get it 100% right! Good luck.

 

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