5 things to look for when choosing an executive search partner

When in need for an outstanding candidate able to fill top management positions in your company, or when your company is going through changes and it needs the right human capital counselling, an executive search team is the best add-on to your efforts. To make sure your choice fits the needs of your organizations, check if the selected partner has:

  • The right team and expertise to understand your company’s scope of business, industry, activity, as well as organizational culture
  • An approach that fits your expectations, resources and available time
  • The necessary complementary tools and know-how to help you further develop and implement your human capital strategy
  • The discretion, availability, and kindness to be there for you whenever you need their advice and support in making the right decisions
  • But most importantly, talk to the Consultant or project team and evaluate if they click with you and have similar values and perceptions as you do.

Once you have made your decision, make sure that you allocate attention and enough time towards the project team in order to make sure your vision has been understood. Filling important management positions can only be successful if all decision makers and influencers are on board from the beginning and when you become an active part of the Executive Search team who is representing your company.


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Discovering the next company leaders

The next leader. Choosing the right person to fill that role is probably the most important decision the head of the company has to make in order to ensure that the team benefits from the best environment to move forward towards reaching the business goals. But this is no easy task, as companies are entities per se, and their leaders are unique personalities who need to match with the organization’s core values, but who also have to find the right balance between their own drive and the established company objectives in order to perform at full potential.

Identifying the ideal candidate starts from the company, its business objectives, processes, culture, and people, as well the management in place and its vision for the future. On the other hand, the process requires using tools for assessment and analytics, as well as asking behavioural questions, which help the recruiter determine people’s potential and filter the most suitable candidates for the job.

Once all these components are coordinated by the company’s leadership and specialists together, the outcome would ensure not only smooth business continuity, but also enhanced performance and team motivation and alignment.


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Organizational Diagnosis – identifying the right buttons to push for progress

There are times in a company’s life when change raises in the air and a discrepancy between actual and desired performance is starting to impact on the company’s success. But where to start in rebalancing the teams and in developing their skills for further growth?

To go back to square one is one strong approach: the company’s mission and values, the alignment of the processes and the team’s ways of communicating and working together. Starting from identifying the structural backbone of the organization’s engine gives its leaders the perfect view over the levers they can use. The next essential step would be corroborating the findings with the personal motivation and drive of each team member, so as to align every element of the development in a flawless process.

A view from the outside in is of immeasurable value in terms of bringing unbiased information to the table and building a thorough analysis of the company’s realities and potential for improvement. Together, the company will be faster and more efficient in finding the right actions to take in order to push for growth.


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Contemporary Leadership: what drives companies and people today

It’s empowerment. Giving up micromanagement to grant the team a fair chance to learn from their own mistakes. A different type of courage that generously allows people to pick their individual way of growing. It’s actually the acknowledgement of the value of personal motivation and empathy that makes people tick and clients rock.

It’s inspiration. Wanting to become your best version and applying your values and ethics profoundly and authentically. And it’s about being vulnerably strong and bottom line human, thus encouraging the others to embrace who they are completely and find the right way for themselves.

It’s attention and compassion. It’s about giving people the time and the space to accommodate the job in their lives and not vice versa. Also, listening to their suggestions and advice and taking them with you along in the company’s ride.

It’s passion. The fire within that goes beyond excruciating hours of practice and learning, and strikes right into people’s hearts. It’s that which drives development and growth, endless curiosity and infinite energy to get things done.


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Dealing with company transformation processes

Every once in a while, any company goes through an adaptation period that needs to align not only the technical and market-related sides of the business, but also the internal processes and how people communicate and relate to each other in order to get things done. But, as any other change in people’s lives, it generates drawbacks and suspicion.

There are two aspects that are actually transcending most of the transformation processes.

One is the way the leaders and management teams understand it, internalize it, live it and pass it forward authentically and faithfully. As soon as they acknowledge the power of influence of their role, and they liberate themselves from their own resistance and prejudice, the transformation is starting to become reality.

The other essential aspect is adapting the pace of change to the team – there is nothing more efficient than addressing people’s fears as early as possible and slowly finding solutions to work together towards becoming better.

Because the essence of all changes is wanting to reach the next level, to adapt and be always able to respond to today’s challenges with an open mind for tomorrow.


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Team matchmaking in executive search

Team matchmaking or the wonders of finding the right people for the right places

Facing the cruel reality of human resources shortages and the high competition that’s characteristic to a growing economy, company leaders are making the switch from a process-centric entity to a human-centric one and acknowledging the transformational force of human interaction. Consequently, they need to build teams that work great together in order to thrive.

Finding people that are professionally suitable for the job, but who also fit with the rest of the team is now the priority in recruitment, as this complete match has become the no. 1 argument that makes people stay within a job more than the industry average, no matter the domain. However, it takes an experienced eye and a good knowledge of people to read between the CV lines right into the personality of the candidate. A job’s technicalities can be learned, after all, while being a great team player is a trait that companies need from their employers more and more to be successful.

Therefore, executive search is becoming increasingly sophisticated and human-centered. And that’s a great thing to witness, as HR consultants, because it shows that the market is evolving to respond to contemporary challenges.


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Communication – the state of flow that fuels organizational development

Fuelling a company’s mechanism of functioning means knowing its components to the tiniest screw and acknowledge each part’s role in having the entire system work flawlessly. That’s why companies are usually looking for the competences people have that would fit the mechanism. But wouldn’t it be much more efficient to start with the fuel that makes them work, by choosing the people so as to fit together and thus get the best out of their motivation and drive?

We do live fast times. So fast a time that the company has to work together like a perfect machine even more than before. Only that, oftentimes, managers are so drawn into finding the right components for the machine that they forget about also choosing the right fuel. This fuel is communication, the magical substance that gives life to the engine of any company around the world. No matter the industry or the type of activity a company is offering to its clients, its entire structure is based on people and their relationships: interpersonal, in-team, and external relationships that are always intertwined.


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Returning to the Human in Human Capital and Human Resources

Executive Search in the Digital Era

Artificial Intelligence, Virtual Reality, other digital technologies are making more and more room for themselves into the industries we are working in. They are still at the beginning of their development, but many fear them already, as they might be the ones that will be doing our jobs soon. They give people a rather suspicious feeling of intrusiveness and out of human touch and that is somewhat uncomfortable.

The human resources have not been spared of their presence, many of the processes within the management of these activities being already automatized or in the process of automatization. Even the search for new employees has been subject of profound technical transformation, powerful data processing tools making everything faster than never before. CV or profile selection, key qualities, personality tests… today most of them can be managed with the help of technology.

Nevertheless, there is one thing technology cannot do by itself: get people’s presence, in terms of individuality and energy. This presence is of paramount importance for interpersonal interaction, therefore to put together the right team would need a perfect alignment of exactly this personal energy. In the century of manifested leadership, these traits should be identified, nourished and developed in the company’s human resources environment with the care and delicacy of a gardener who needs to put together the right plants to obtain the landscape he wants.

We strongly believe that the future will be more human than ever when it comes to human resources – and especially when it comes to presence and leadership traits. Books might describe them, technology might be able to identify key words in people’s online CVs or bios, but only people can get that sense of authenticity and uniqueness that would make a person become a true leader for his/her team. Therefore, we strongly believe that the most efficient tool to find the right persons for a company’s team is in fact not a tool, but our own experience, perceptions and intuition.


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