Building capability 2012 - Exec Search Techniques & Methodology

Editor's Notes

• #3: 45 mins sessionWho we are – quick run through of the sessionPlease note down questions and we’ll open the floor at the end
• #5: Exec search is not the right strategy for all positions however we do know that traditional recruiting only reaches 50% of the labour market -- the active job seekers.Passive talent does not always take advantage of networking opportunities like LinkedIn -- only 14%Those employed are staying at current companies in the uncertain economic times (talent harder to recruit).Additional interesting point is that acticve job seekers continue this behaviour and are more likely to become active job seekers in the future, leading to higher staff turnover.
• #6: So we use a number of different recruitment strategies to fill our open positions. And where we have senior, critical roles (for KO this is marketing) where we know that the prospects are relationship focussed we use exec search as I guess many of you do – we just happen to have built a global inhouse search this capability.
• #7: Our internal search team gives us a number of benefits vs a search firm.Of course there are occasions, maybe a niche role, issues of confidentiality where we still use search firms and the methodology we use (given that our team all have search industry experience from the likes of RRA, KFI, SS) is exactly the same.So carol, who has trained many in the art of search over the years is going to now explain the methodology and afterwards I’ll share a real life example from Coke.
• #16: Too many hand offs:Within client organization, e.g. from the line to HR, from one region to anotherWithin search firm e.g. across offices or from Partner to Executing Associate.Too many or wrong targets
• #17: Illustrate with what client typically thinkingWhat consultant typically thinking – BD, fees, strengthen relationshipResearchers should go prepared to briefing meeting with consultant – do background on potential client, read any internal documentation re business pitches etc. Researchers should go prepared with at least 3 key (ethical) questions to ask
• #22: Ideal candidates= Branson, knows what customers want- branding, Oprah, diversity, successful, Stephen Fry – intelligent, diversity, Dalai Lama- integrity- trustworthy? Madonna- visionary, reinvention, new thingsDefine the spec but try and be realistic and guide the client accordingly
• #33: Free v other information resourcesLogicon and brand channel provide conferencesEuromonitor speciality sourceMessage is use a mix of different sources to pull together information
• #36: Reference to Guardian means stories listing leading companies in market- also mention other broadsheets eg Daily Telegraph. Make point that Times and FT charge for content
• #37: Example of Indian office using unverified Wikipedia information for BD visit – need to verify sources of information. Critical Awareness.
• #39: Case studyOpen position – marketing dir poland – – wanted a local so looking external for talent - fix briefing call with hiring managerBefore briefing did some basic research on the market in Poland – who are major players etc Euromonitor reports – software , consumer goods etc – which your company may already subscribe to (industry insights part of M&A at KO)after briefing define target list – so again using reports and web research I built target list by reading market reports – in-house advantage! Also looked at the websites of the target co’s for additional info – some list exces on their site too.
• #40: Built target list of both multinationals and domestic players.In Poland we have a great reputation
• #41: This my own working doc – don’t share this with the HM – a structured way to make sure I’ve covered every company.Methodically work through each company – finding sources , propsects – other relevant info.Always useful to remember scale/size etc of target co’s – so if the target co is the market leader, maybe I’d target a marketing mgr not marketing Director or in a smaller local player maybe a marketing dir would see a MM role at KO as a step up.
• #43: Use linkedin more now that I’m in-house and don’t have an established database – but we are building our own.Call not inmail – engage in conversation – build network - learn about market -