Emerging Markets within the Aviation Industry

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Diving into the aviation industry within emerging markets. This is a bit like embarking on an exhilarating journey to an unknown destination. It’s full of potential but not without its fair share of turbulence. Especially when it comes to the all-important aspect of finding and hiring the right crew to navigate these skies. So, let’s have a natter about the challenges organisations face and the savvy ways they’re overcoming them, shall we?

The Talent Turbulence

Imagine you’re at the helm of an aviation company looking to expand into, say, Southeast Asia or Africa. The view from the cockpit is promising. There is rising demand for air travel and burgeoning middle classes with disposable income. And, less saturated skies than in the West.

But there’s a catch. Where do you find skilled professionals to fly your planes, manage your operations, and maintain your fleet?

The first hurdle is the sheer shortage of qualified personnel. Aviation requires an extremely specific set of skills. From, pilots trained in the right aircraft types to engineers and safety inspectors who know their stuff inside out. In emerging markets, where the aviation sector is just… well, emerging, there might not be a deep pool of local talent to dip into.

Then there’s the issue of regulations and standards. Each country has its own rules of the air, and navigating these can be as tricky as a night landing in fog. Training staff to meet both local and international safety standards is a task that’s both critical and costly.

Having the right Leadership

Ah, the power of a strong senior leadership team in the aviation industry, especially when venturing into the bustling skies of emerging markets, cannot be overstated. It’s like having an experienced pilot and co-pilot in the cockpit during a particularly tricky landing; their expertise, foresight, and ability to navigate through turbulence are invaluable. Let’s delve into why the right leadership team is critical for steering through the unique challenges and opportunities these markets present.

1. Navigating through Turbulence

First off, emerging markets are a mixed bag of incredible opportunities tempered by equally daunting challenges. From fluctuating economic conditions and regulatory landscapes to cultural nuances and infrastructure gaps, the terrain is tricky. A seasoned leadership team brings a wealth of experience and a steady hand to the controls, guiding the organisation through these uncertainties with strategic decision-making and risk management.

2. Setting the Course

A robust senior leadership team sets the strategic direction for the company. They’re the ones charting the course, making pivotal decisions on which markets to enter, the scale of operations, and how to differentiate from competitors already circling these new territories. Their vision for growth in these markets is not just about expanding the route map but ensuring sustainable operations that adapt to local needs and regulations.

3. Building Local Alliances

One of the keys to success in emerging markets is understanding and integrating into the local culture and business landscape. Effective senior leaders know the importance of building strong relationships with local partners, authorities, and other stakeholders. They are adept at negotiating partnerships or joint ventures that can ease the entry and expansion process, ensuring that the company’s operations are both compliant and culturally sensitive.

4. Talent Navigation

As we’ve touched on before, finding and nurturing the right talent is a significant hurdle in emerging markets. A forward-thinking leadership team recognises the need for investing in local talent development and creating a work culture that attracts the best in the field. They champion initiatives like training programs, leadership development, and career progression opportunities that not only fill the immediate talent gap but also build a loyal and skilled workforce for the future.

Leveraging Technology and Innovation

The aviation industry is on the cusp of digital transformation, from how airlines operate to how they engage with customers. Leaders who are tech-savvy and open to innovation can drive the adoption of new technologies to improve efficiency, safety, and customer experience. In emerging markets, where technological leaps can sometimes outpace more established markets, this openness to innovation can be a significant advantage.

Navigating the Talent Clouds

How are companies managing to recruit and retain the right talent, then? They’re getting creative – and strategic.

Take Emirates, for example. Recognising the need to prepare for future growth, they confronted a problem head-on and established the Emirates Flight Training Academy in Dubai. This state-of-the-art facility isn’t about nurturing home-grown talent; it’s a magnet for aspiring pilots from across the globe.

The academy offers an integrated training programme, combining classroom learning with hands-on experience in modern training aircraft. But here’s the clincher: by investing in training and development, Emirates isn’t just filling the current talent gap. They’re building a pipeline of skilled professionals ready to take the industry to new heights.

Other Turbulences

But it’s not all smooth flying. Beyond the challenge of finding and hiring talent, there’s the issue of infrastructure. Many emerging markets are playing catch-up when it comes to airport facilities, air traffic control systems, and maintenance capabilities. Then there’s the volatile nature of fuel prices and currency fluctuations, which can throw a spanner in the works of the best-laid plans.

What Have We Learned?

Embarking on the adventure of expanding into emerging aviation markets is not for the faint-hearted. The talent challenge is real, but as our case study of Emirates shows, it’s not insurmountable. It requires a blend of innovation, investment in training, and a long-term vision.

The lessons here? First, that building a skilled workforce from the ground up can not only solve the immediate talent shortage but also contribute to the sustainable growth of the aviation sector in these markets. Second, that the journey into emerging markets is as much about navigating local regulations and infrastructure challenges as it is about strategic recruitment and training.

In essence, while the skies over emerging markets may be less crowded, the route to success is filled with its own unique set of obstacles. But for those willing to invest in their crew and innovate their approach, the potential rewards are sky-high. So, here’s to the brave aviators charting their course into new territories – may your ventures be as thrilling as they are prosperous!

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.

Please visit our website to see more of our knowledge hub: https://refind.co.uk/

How to have Productive Leadership Meetings

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Productive leadership meetings are the linchpin of organisational success. To help you plan for that success, we delve into the nuances of how to have productive leadership meetings, and exploring strategies to enhance collaboration, decision-making, and overall team productivity.

Setting the Stage for Success: Planning and Preparation

Successful leadership meetings start with meticulous planning and preparation. As part of that preparation, it is important to ensure that the agenda is clear, concise, and aligned with the overarching goals of the organisation.

A well-structured agenda ensures that the meeting stays focused on crucial topics, enhancing the chances of productive discussions.

Engaging Leadership: Fostering Participation and Inclusivity

The meetings are not one-sided conversations. Encouraging active participation from all team members fosters a culture of inclusivity and collaboration.

Encouraging Participation for Success

Leaders should create an environment where team members feel comfortable expressing their opinions and ideas, contributing to a diverse range of perspectives.

Utilising Technology for Seamless Collaboration

Technology plays a pivotal role in fostering seamless collaboration during meetings. So think about technologies such as video conferencing tools, collaborative platforms, and real-time document sharing enhance communication and decision-making.

Effective Decision-Making: From Discussion to Action

It’s not just about talking; it’s about making decisions that drive the organisation forward. A structured decision-making process ensures that outcomes are clear, actionable, and aligned with strategic goals.

Decisive Leadership: Turning Discussions into Actionable Outcomes

Leaders should guide the team through a logical decision-making process, considering all relevant factors and ensuring that decisions are communicated effectively.

Time Management

In the fast-paced business environment, time is a precious commodity. Successful leadership meetings are well-paced, ensuring that discussions are thorough without unnecessary delays.

Leaders should be mindful of the agenda, allocate time effectively, and keep the meeting on track to respect everyone’s time.

Encouraging Innovation: Creating a Culture of Creative Exchange

Leadership meetings provide a platform for fostering innovation and creative thinking. Encouraging team members to share innovative ideas contributes to continuous improvement and adaptability.

Building Relationships: The Human Element

Beyond the business agenda, successful leadership meetings recognise the importance of building strong interpersonal relationships. Team-building exercises, casual conversations, and acknowledging achievements contribute to a positive team dynamic.

Relationship-Driven Leadership: Nurturing Bonds in Meetings

Leaders should invest time in cultivating a positive team culture, promoting camaraderie and mutual respect.

Continuous Improvement: Learning from Past Meetings

Post-meeting evaluations are crucial for ongoing success. Leaders should gather feedback, assess what worked well and what can be improved, and implement changes for future meetings.

Key Phrase: Evolving Leadership Meetings: The Power of Continuous Improvement

Related Blog: How to Conduct Effective Post-Meeting Evaluations

Overcoming Challenges: Common Hurdles in Leadership Meetings

By addressing common issues such as lack of engagement, conflicting opinions, or technology glitches, you will be showing proactive leadership and effective problem-solving.

Leaders should be prepared to address challenges promptly, maintaining the flow and productivity of the meeting.

Remote Leadership Meetings: Bridging the Distance Effectively

In an increasingly remote working landscape, leadership meetings often take place virtually. Leaders must adapt their strategies to ensure that remote meetings are as effective as those held in person.

Conclusion: A Blueprint for Success in Leadership Meetings

Our conclusion? Successful leadership meetings are a strategic imperative for organisational growth and cohesion. By meticulously planning agendas, fostering participation, leveraging technology, making informed decisions, and continuously improving, leaders can transform meetings into powerful drivers of success.

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 Surge in Candidate Ghosting

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In the ever-changing realm of recruitment, an alarming trend is gaining pace– the ghosting of candidates. This blog aims to clarify the concept of ghosting in the hiring process, investigate the reasons behind its growing prevalence, and examine the impacts it has on candidates and companies alike. Let’s delve into why taking part in this practice is counterproductive and explore strategies to foster better communication during the hiring journey.

What Do We Mean by Ghosting?

Unravelling the Enigma:

Ghosting in the context of recruitment refers to the abrupt and unexplained end of communication between employers or recruiters and job candidates. It’s akin to submitting your resume into a void, never to receive updates, feedback, or closure regarding your application.

The Silent Treatment:

Candidates who experience ghosting are left in the dark, unsure of their application status or whether the position has been filled. This lack of communication causes frustration and uncertainty, tarnishing the candidate’s view of the company and the recruitment process.

Why is Ghosting on the Rise?

Digital Disconnection:

With the digital age revolutionisng the hiring process, it has also created impersonal communication. With the ease of online applications and auto systems, the personal touch in candidate communication often takes a back seat.

Increased Competition:

In today’s fiercely competitive job market, employers may be inundated with a high volume of applications for a single position. The sheer number of candidates can make it hard for recruiters to respond separately, adding to ghosting as a coping mechanism.

Time Constraints:

Recruiters often face tight schedules and competing priorities. In the rush to fill positions quickly, the human side of recruitment can be overshadowed, contributing to the prevalence of ghosting.

Impacts of Ghosting:

Ghosting Causes Candidate Fallout:

Ghosting profoundly affects job candidates. The uncertainty and lack of closure can lead to feelings of rejection, frustration, and a diminished perception of the hiring company. This negative experience may influence the candidate’s decision to engage with the company in the future or recommend it to others.

Damaged Employer Brand:

The practice of ghosting doesn’t just affect candidates; it tarnishes the reputation of the hiring organisation. A poor candidate experience can be shared online, dissuading potential applicants and damaging the employer brand.

Missed Opportunities from Ghosting:

By ghosting candidates, employers may miss out on potential talent. That could mean a candidate who feels valued and respected during the recruitment process is more likely to become a committed and engaged employee.

Negative Impact on Employee Morale:

Existing employees who witness or hear about the ghosting of candidates may experience a decline in morale. This can erode trust in leadership and the company’s commitment to treating individuals with respect.

Breaking the Silence: A Better Approach

Transparent Communication:

The antidote to ghosting is transparent communication. Keep candidates informed about the status of their application, whether positive or negative. Establish clear communication channels to manage expectations and provide regular updates.

Personalised Feedback:

Offering constructive feedback, even in rejection, demonstrates respect for the candidate’s time and effort. Providing insights into the decision-making process can help candidates understand areas for improvement.

Utilise Technology Wisely:

While technology can streamline recruitment processes, it should enhance, not replace, human interaction. Leverage automation for administrative tasks, but ensure that there are mechanisms in place for meaningful, personalised communication.

Conclusion:

Ghosting candidates is a detrimental practice that adversely affects both individuals seeking employment and the organisations conducting the hiring. As responsible recruiters and employers, it’s essential to recognise the impacts of ghosting and commit to fostering a culture of open, respectful communication.

By embracing transparency, providing feedback, and utilising technology judiciously, we can collectively contribute to a more positive and constructive recruitment experience for everyone involved. It’s time to break the silence, bridge the communication gap, and build stronger connections in the world of hiring.

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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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

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

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.

Professional Coaching

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

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

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.

Learn from Mistakes

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.

New Year, New Me? New Year Resolutions for Businesses

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The start of a new year often heralds a period of reflection and reinvention, and New Years Resolutions.

For individuals, this might translate into personal commitments and aspirations. However, businesses are not exempt from this ritual. In fact, as the calendar year nears its end, many companies are already asking, “New Year, New Me?”.

Here we delve into the trend of businesses making New Years Resolutions:

The Tradition of New Year Resolutions

Historically, New Year’s resolutions date back to the Babylonians, who made promises to their gods at the start of each year. These promises often revolved around returning borrowed items and paying off debts. In today’s age, tradition has evolved but the essence remains: setting goals for positive change.

Why Businesses Can’t Ignore New Year Resolutions

Just as individuals pledge to eat healthier or read more books, companies might decide to enhance customer relations, increase profitability, or launch a new product line. The principle remains the same: improvement and progress.

  1. Growth and Expansion: For businesses looking to scale, the new year could mark the beginning of tapping into new markets, exploring diverse product lines, or even mergers and acquisitions.
  2. Strengthening Customer Relations: Modern businesses understand the importance of a loyal customer base. Thus, the new year is an opportunity to roll out loyalty programmes, enhance customer service, or introduce community engagement initiatives.
  3. Sustainability: With rising awareness about environmental issues, many businesses are opting for sustainable practices. Come 2024, we could see more firms vowing to reduce their carbon footprint or eliminate plastic from their operations.

Planning is Key

The allure of the New Year is strong, but successful resolutions are built on foresight and preparation. Here’s why and how businesses should start planning their resolutions well in advance:

  1. Market Analysis: Before setting any goals, businesses need to have their fingers on the pulse of the market. Understanding evolving consumer behaviours, emerging trends, and potential disruptors can guide goal setting.
  2. Feedback Integration: End-of-year feedback from clients, stakeholders, and employees can provide invaluable insights. Harnessing this information can shape the resolutions for the coming year.
  3. Resource Allocation: Whether it’s hiring new talent, purchasing equipment, or investing in training, businesses need to ensure they have the necessary resources to fulfil their resolutions.

Personal Resolutions Within a Professional Framework

New Year’s resolutions aren’t exclusive to business entities. Employees, irrespective of their designation or role, can draft their own set of professional resolutions. By aligning personal goals with organisational objectives, employees can find a harmonious blend of personal and professional growth.

  1. Skill Development: With industries constantly evolving, employees might resolve to learn a new skill, attend workshops, or pursue further education.
  2. Networking: Building a robust professional network can open doors to opportunities. Attending more industry events or joining professional organisations might be on the cards for many.
  3. Wellness and Work-life Balance: Burnout is a real concern. Employees could aim for a healthier work-life balance, integrating wellness routines into their daily life.

Case Studies: Resolutions That Transformed Businesses

Let’s delve into some real-life examples where resolutions have made a noticeable difference:

  1. Company A’s Green Pledge: Starting 2022, Company A, a renowned beverage manufacturer, pledged to go plastic-free. Through extensive planning in 2021, they rolled out glass bottles in 2022. Not only did this move enhance their brand image, but it also led to increased sales.
  2. Company B’s Focus on Mental Health: Recognising the rising concerns around mental health, Company B, a tech giant, introduced mandatory wellness breaks and counselling sessions for employees in 2023. This boosted employee morale, reduced sick leaves, and enhanced overall productivity.

In Conclusion

New Year’s resolutions for businesses aren’t just a trend. They’re an essential introspection tool, guiding companies towards sustainable growth. While 2024 awaits with its set of challenges and opportunities, preparedness, backed by resolutions, can set the stage for a prosperous year ahead.

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 does the way we recruit help with retention?

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In today’s job market, where options abound, holding onto your top talent can seem like a tricky game. However, there’s a secret many successful companies already know; retention starts at recruitment. It’s not just about hiring the right people; it’s about keeping them. Let’s delve into how early engagement strategies can boost long-term employee loyalty and what you can do to stand out from the crowd.

1. First impressions matter

When potential employees come for an interview, they assess your company just as much as you’re assessing them. Make that first interaction shine. Offer a friendly greeting, respect their time, and provide them with all the details they need. This is your chance to show them why they’d want to work for you.

2. Stand out from other employers

To attract and retain top talent, you need to offer something different. Maybe it’s a unique work culture, flexible working hours, or outstanding training programmes. By highlighting what makes your company unique during the recruitment process, you appeal to candidates looking for a long-term home. This helps with retention.

3. Foster open communication

From the word go, be transparent. Discuss roles, expectations, and growth opportunities upfront. This early trust-building sets a strong foundation for a long-lasting relationship and supports with retention.

4. Use Performance Reviews constructively

Performance reviews aren’t just for feedback; they’re a chance to re-engage employees. Use these sessions to discuss career paths, training opportunities, and address any concerns. When employees feel listened to and see growth potential, they’re more likely to stay.

5. Succession Planning is key to help with retention

Every employee, from entry-level to management, should know there’s a path upwards. Succession planning is more than just filling roles; it’s about grooming your employees for future leadership positions. This not only ensures continuity for the business but also gives employees a vision of their future within the company.

6. Early inclusion builds loyalty

Help your new hires to quickly feel a part of the team. An assigned mentor, team lunches, and consistent check-ins during their early days can make all the difference. A sense of belonging is crucial for long-term loyalty and retention.

7. Offer competitive Benefits

While a good salary is essential, the benefits package can be a real deal-breaker. Whether it’s health insurance, gym memberships, or work-from-home options, showcasing these benefits early on can sway a potential recruit’s decision.

8. Keep the dialogue going

Feedback isn’t a one-off. Encourage an open-door policy where employees can share their thoughts anytime. This continuous dialogue ensures any issues are addressed promptly, and employees feel valued.

In Conclusion

In the race to retain top talent, starting early is the key. By focusing on recruitment as the first step to retention, companies can build long-lasting, loyal relationships with their employees. After all, when employees feel valued, recognised, and see a future in a company, they’re more likely to stay.

Stay tuned for more insights on recruitment, retention, and building a loyal workforce on our blogs.

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.

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

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

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:

  • 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

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

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.

HR Focus on Resilience in Business

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In our fast, changing business spaces, resilience has emerged as the building block of a successful business. What does it truly mean for a business to be resilient? And how does HR play a pivotal role in creating such a business? Let’s delve in.

Understanding Resilience in the Workplace

At its essence, workplace resilience refers to a company’s ability to cope, adapt to, and recover from challenges, be they economic downturns, technology issues, or even a global crisis.

If we think about it like this:

For employees, resilience means they can continue during the tough times, adapt to change, and emerge stronger and have new skills and information. But, for a business, it means to sustain, grow, and have long-term success.

Why is Resilience Needed Now More Than Ever?

  • Rapid Technological Changes: We live in a world where technological changes can render a business model unfit – overnight!
  • Economic Uncertainties: From global recessions to localised economic challenges, a business needs to be prepared to weather any storm.
  • Global Crises: The COVID-19 pandemic shows the importance of resilience

Benefits of a Resilient Business

  1. Sustained Business Growth: To start with, resilient companies will ride the waves during tough times, and, consequently, they demonstrate that their business continues uninterrupted.
  2. Improved Employee Morale: It’s evident that a culture of resilience fosters positivity, especially when the going gets tough.
  3. Greater Competitive Advantage: For instance, when competitors are struggling, resilient companies can subsequently capitalise on opportunities.
  4. Attracting Talent: Top talents are drawn to businesses that display stability and promise, even amidst chaos.

Fostering Resilience: HR at the Helm

1. Recruitment: Building from the Ground Up

  • Hiring for Resilience: HR should seek candidates that display adaptability, problem-solving skills, and a growth mindset. Tools like behavioural interviews and situational judgement tests can help.
  • Diversity and Inclusion: Diverse teams bring a range of perspectives and solutions, enhancing company resilience.
  • Cultural Fit: Employees who align with company values and culture are more likely to handle challenges in line with the company’s mission and vision.

2. Leadership: The Lighthouse in a Storm

  • Lead by Example: Leaders need to lead with resilience, showing their teams how to handle challenges with grace and determination.
  • Open Communication: Transparent dialogue fosters trust and helps teams understand and align with the company’s resilience strategies.
  • Continuous Learning: Encourage leaders to invest in their personal and professional growth. Resilient leaders are often always learning.

Ensuring Business Resilience: Key Strategies

  • Employee Well-being Programmes: A content and supported employee is more likely to show resilience. HR should provide wellness initiatives that focus on mental, physical, and emotional health.
  • Continuous Training: Equip employees with the skills needed to adapt to changing business landscapes.
  • Flexible Work Models: It is proven that flexibility will significantly enhance resilience.
  • Feedback Mechanisms: Regular feedback ensures everyone is aligned and any issues are dealt with promptly.

Conclusion

In a world of uncertainty, resilience stands as the bedrock of thriving businesses. As the guardians of organisational culture and talent, HR plays an instrumental role in weaving resilience into the fabric of companies. By focusing on resilience during recruitment and nurturing resilient leadership, HR not only secures an organisation’s present but also fortifies its future.

Remember, in the words of Hara Estroff Marano, “Resilience is not what happens to you. It’s how you react to, respond to, and recover from what happens to you.”

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 Rise of ‘People Analytics’

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In the sprawling digital landscape we inhabit, it’s become evident that data is the currency of success. Whether it’s deciding your next purchase or predicting market trends, data has seeped into every nook and cranny of our lives. But did you know data is also transforming the way businesses manage their most valuable asset – their people? Enter People Analytics: the new titan of HR decision-making.

Understanding People Analytics

At its core, People Analytics is the method of collecting, analysing, and acting upon data centred around people to make informed HR decisions. Instead of traditional guesswork or instinct-led choices, HR professionals now have a tool to craft evidence-based strategies.

Why the Shift?

The digital age has gifted us tools to measure nearly every aspect of our lives. So, why shouldn’t businesses benefit too? With a growing emphasis on performance metrics and outcomes, businesses recognised the need to shift from intuition to data-driven HR practices.

The Transformative Powers of People Analytics

The potential of People Analytics is vast. Let’s dive into the arenas it’s revolutionising:

  1. Recruitment: Remember sifting through a heap of CVs, relying on interviews and a sprinkle of gut feelings? No more. People Analytics dives into a sea of data – from previous job performances, qualifications, and even social media activities – to identify the perfect fit for a role.
  2. Employee Wellbeing: A happy employee is a productive one. By utilising feedback, survey data, and even daily work habits, companies can gain insights into their team’s well-being. This paves the way for proactive measures ensuring contentment and productivity.
  3. Tailored Training & Development: Gone are the days of one-size-fits-all training. With the clarity that data provides, training modules can now be crafted to cater to individual needs, amplifying strengths and addressing weaknesses.
  4. Anticipating Turnover: Through data, it’s possible to discern patterns that hint at an employee’s intention to leave. This allows for preemptive action, which could be anything from a conversation to a change in role, saving companies the heavy cost of recruitment and training.

Challenges in the World of People Analytics

It’s not all smooth sailing in the sea of People Analytics:

  • Data Privacy: In an age where data breaches are frequent headlines, there’s a pressing need to secure and maintain the privacy of employee data.
  • Data Quality: Garbage in, garbage out. The accuracy of the data being fed into systems is paramount. Inaccurate data can lead to misleading insights, which can be detrimental.

Embracing the Future of HR

Imagine an HR realm where decisions are not based on limited observations but on a plethora of data points. This isn’t a distant dream but a rapidly forming reality. As businesses globally embrace People Analytics, HR processes are poised to be more streamlined, efficient, and effective.

Case in Point

Consider a leading tech firm, TechSolutions Inc. With branches globally and a team of over 10,000, managing HR decisions was always a challenge. But by adopting People Analytics, they reported a 30% increase in recruitment efficiency, a 15% boost in overall employee satisfaction, and a noticeable drop in turnover rates in just two years.

Stepping into a Data-driven HR World

The wave of People Analytics is here. It promises a future of precise, efficient, and impactful HR decisions. Whether it’s moulding the next star performer or ensuring the team’s morale stays buoyant, the answers lie in the data.

For businesses on the fence, it’s time to pose a question: In a world steered by data, can you afford to rely solely on instincts?

Conclusion

As we gaze into the future of HR, one thing stands clear: data is the North Star guiding decisions. The rise of People Analytics isn’t just a trend; it’s a fundamental shift in the HR landscape. And as businesses anchor their strategies on solid data, the future of HR looks not just bright but precision-driven.

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.