Eight Questions To Consider Before Selecting An Executive Search Firm -Karen Greenbaum

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Karen Greenbaum

Karen Greenbaum is President and CEO of the global Association of Executive Search and Leadership Consultants (AESC).

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CEOs and C-suite executives often identify failure to attract and retain top talent as their No. 1 business issue. The key to success is having the rightleaders leading in the right way. Aiding in this are executive talent search and assessment providers, who can profoundly impact businesses. As President and CEO of AESC, the global association that represents best practices in the executive search and leadership consulting profession, I am often asked about what to look for before signing an agreement with an executive search firm. How do CEOs, boards of directors and the broader C-suite know if they are dealing with a quality and ethical executive search firm?

Here I share with you what to look for before signing an agreement:

1. How deep is their access? Core to the value of executive search firms is their ability to interest and engage top candidates who are successful and satisfied in their current roles. Experienced executive search advisors will have access to the highest-performing leaders within an industry. These candidates are concerned about confidentiality, and trust is essential. They are not willing to risk a leak that could negatively impact their current role or the firm they lead. These candidates are typically more comfortable with an outside advisor who is not part of the hiring organization, providing the executive candidate a more comfortable relationship to explore a potential new opportunity on a discreet basis.

2. Will they ensure confidentiality? Trust is not only critical to the candidate, but it is also critical to the client organization. High-performing organizations cannot afford to risk either internal or external uncertainty about a CEO or highly influential executive’s standing or tenure within a company. Any perceived uncertainty can have a profound negative impact on the internal organizational culture and the external brand, and can reduce confidence among customers, shareholders and other stakeholders. An ethical search firm will ensure that a search will be held in the most confidential and discreet manner.

 

3. Will they be objective? Business leaders seek external counsel and strategic advice often because they are too close to the action themselves and seek other angles. A quality executive search consultant will bring depth and breadth of experience — beyond one firm, one industry, one market and even one position. This experience can be invaluable in terms of providing objectivity and bringing strategic expertise about the marketplace to the table. They understand talent availability, trends in terms of new requirements of functional leaders, the qualities required when transformation is essential and so much more. The right firm will help clients envision new possibilities and uncover pain points, with empathy and from the perspective of experience.

4. Can they help you attract the best? With a quest for innovation, there is an increased demand to attract a diverse slate of top executive candidates who can deliver fresh perspectives to the hiring organization. Quality executive search firms understand this priority and have focused on expanding their own networks beyond the “usual suspects” to identify top talent. Quality advisors will be able to have direct and sometimes difficult conversations with their clients about their own employer brand and desirability as a destination for leaders. Today, high-potential, high-demand talent have many options and are highly selective. They want to be sure they are making a move to an organization where there is a strong culture fit and where they are most likely to succeed.

5. Do they have the expertise? A quality executive search consultant will have an experience-backed understanding of the market, the industry and the evolution of key functional leadership roles. These trends are critical in the search for not only the leaders of today, but those who can lead an organization through transformation for the future. With changing requirements, often it is essential to not only look for talent within an industry, but outside the industry. This is where years of experience and understanding how to assess for learning agility become critical.

6. What are their assessment capabilities? As a trusted advisor, a quality executive search consultant will take their deep knowledge of the industry, the organization and the role and assess candidates against these requirements to ensure that a candidate not only looks good on paper, but will be the right leader for the organization and its strategic focus. The unique advantage an outside trusted advisor can bring to this process are the years of experience across markets, industries and functions, combining the art and the science of assessment to this critical process — beginning with a preliminary assessment and then getting much more in depth with the finalist candidates.

7. Will they help you prepare for succession? Organizations that think beyond “today” also understand the critical need to think about the leaders for tomorrow, both internally and externally. This is the time when organizations take a hard look at the next generation of leaders and ensure that they are developing a diverse group of leaders for the future. Quality executive search firms will bring their talent assessment and marketplace expertise to this critical process to help CEOs, boards and the broader C-suite build a high-performance leadership team both for today and tomorrow.

8. Can they minimize risk? Highly qualified executive search consultants reduce the risk of making the wrong hire. The risks associated with an unsuccessful hire can be catastrophic. The selection of the right trusted advisor ensures that the entire process is a success.

Karen Greenbaum is President and CEO of the global Association of Executive Search and Leadership Consultants (AESC).
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How grocers can retain quality employees -Torrey Kim

 

Torrey Kim 

January 24, 2018

One of the best ways that grocers can keep customers coming back is to give them an excellent shopping experience, and that often starts with a high-quality grocery staff. But finding top-notch talent can be a challenge for retailers. Grocers can counter those challenges by looking for a few telltale traits up front, which can help solidify the odds of finding and keeping excellent staff.

Seek high-level customer service

Although some grocers consider scheduling flexibility the top trait they seek when recruiting retail staff, it’s actually not the best way to find talent that will last, says Mike Hamaker, director of grocery recruiting with iRiS Recruiting Solutions. Instead, he advises, look for applicants with excellent customer service skills.

“This stands the test of time,” Hamaker said. “Grocery stores are currently in a state of change. Customer service is one aspect of each grocery store that must remain present and strong. Without strong customer service, the experience in the store will diminish and so will the customers.”

In other words, Hamaker stresses, grocers should look at interviewees as a shopper would — not as the store manager would. “Flexibility is nice, but not really a trait that makes a grocer who they are. When we go shop a store, we don’t go there for flexibility of the associates, we go there because of price, convenience, service or selection,” he said. “The one thing that remains after everything else is how we are treated and felt about our service, that is what brings customers back time and time again.”

Look for willingness, drive

In addition to seeking interviewees with strong customer service skills, you should also look for applicants who have a strong work ethic, says Julie Curtis of Curtis Food Recruiters, which places executive-level leaders within grocery retail, wholesale and food manufacturing.

“Candidates that have a proven track record of a good work ethic will move your business forward much more than someone that can work the late shift,” Curtis says. “People that have a willingness and drive to learn your business will be the best hires. The retailer must them give them opportunities to take on cross-functional roles and more responsibility. Most people want an opportunity to grow their career, so give them a road map.”

Once hired, hold employees accountable

After a store hires staff members, management should both nurture them and hold them accountable, Hamaker says. “Store-level associates are the first line of defense against the competition. The reality for many retailers/grocers who don’t differentiate themselves will be extinction. There isn’t room for average retailers with the level of competition continuing to increase.”
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grocery staffretail staffhiring grocery staffMike HamakerCurtis Food Recruiters

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#Coffee

Who wouldn’t want to walk into this lobby everyday?! Last week some of our team had a fun day visiting the new facility of a favorite client!

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How to Stay Relevant in the Work Place

puzzle-piece

In an increasingly aggressive job market, staying relevant is no longer a choice but a necessity. It’s important to do everything you can to stay competitive.  Employers have increasingly higher expectations of their employees and it is important to stay one step ahead.

There are many pieces to this puzzle.  Here are a few tips for getting and staying relevant that will help you prove your value to your current or future employer.These strategies are beneficial for current employees, job seekers, college grads, or individuals re-entering the workforce.

Read and Attend Meetings

Read trade journals, articles and anything you can get your hands on related to your career and industry you work in. Try to take 30-60 minutes a week to read the latest industry or career news.   Along with staying current via the news, attend classes, industry relevant meetings and conferences.

Stay in the Loop                                     

Set up Google Alerts. One option is to subscribe to key words within your specialty area (“CPG recruiters,” “food science,” “food industry”). In addition to setting up an alert for your own company, you can also set up an alert for your competitors’ companies.

Continuing Education

A key piece to staying relevant in the work place is education and ongoing professional development. Many professions require continuing education to maintain licensure and credentials. It is something that a great workplace values and certainly benefits from as employees return to the workplace with new experiences and insights.

Network

The key to successful networking is to be able to tap into sources of expertise, recommendations, and advice from those with different or greater experience than you have. But don’t forget, these relationships are about give and take; it shouldn’t be just about your needs.

Social Media

Social media, a rapidly evolving structure, is a powerful tool to inform, motivate and influence.  LinkedIn, Facebook, Twitter, Google+, Pinterest, and Instagram are a great way to network and express your authenticity.  That being said, professional behavior is a must, all the time, on every platform.

Update your Successes

At year end, just after your performance review update your resume and LinkedIn page with successes from the year before.  This is a great way to keep your LinkedIn account and resume up to date and relevant without having to think back to what you did 5 years ago.

Investing time each week in your own professional development will increase your satisfaction with your current position and will keep you relevant and growing for future opportunities.  Set goals and hold yourself accountable with this process, trust me it will be well worth your time.

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Six Things to Consider About Job References

reference-check

We are all familiar with the famous tagline that is often used at the bottom of resumes “references provided upon request.”  But, what happens when they are actually requested?  Often times, we find ourselves scrambling to put a list of people together and send it off as quickly as possible to the interested employer.  It’s just a formality right?  That’s not often the case says Julie Curtis, Owner and Executive Recruiter at Curtis Food Recruiters.  According to Julie, “a great reference can provide a significant amount of insight into a person’s background that the candidate is not always able to articulate.”  Often, references are considered as one more way to evaluate a candidate, and a great reference can be the deciding factor between two otherwise equal candidates.  As a regular reference checker, in my experience, the candidates that are the most prepared with their references, also tend to be some of our best hires.  Here are six tips on how to be one of those people:

Ensure the person knows that you are using them as a reference.  When an employer asks you to provide your references, let them know that they may be getting a phone call.  I can tell when I have called a reference that is caught off-guard either because they weren’t expecting my call, or they may not have been aware that the person was using them as a reference.  The person may have given you permission to use their name in the past, but it is important to always keep them updated on your job search, so they are prepared.  If they are expecting the call, they will be more able to provide clear and concise answers, which will reflect more favorably on you.

Make sure that you are being equally represented.  Highlight your skills and strengths from all angles, by having various references and keeping ties with them.  According to Julie, “We typically ask candidates to provide a reference from a former boss, a peer and a direct report.  Each year, make sure that you can identify one person from these groups that will be able to give specific examples of your contributions, strengths, and leadership style.”   If you find yourself in a situation where you need to ask your estranged boss from five years ago for a reference, it will be more difficult.  Stay connected to your references on LinkedIn, so even though you may not have regular contact, that person will be aware of your activity and you will be in the fore-front of their mind.  Send a quick email, or have a cup of coffee periodically, just to stay in touch.

Properly prep your reference.  Keep your references updated on your current work situation.  Make sure they have a current copy of your resume or ensure your Linked In profile is up to date.  Provide information about the job you are interviewing for and let them know why you’re looking to make a change.  It addition, it is important to give them an idea of some of the questions they will be asked.  To make the reference interview go smoothly, make sure they can talk to your overall performance and impact on the company.  Also share with them how you have improved your performance, leadership, education or skills since you two worked together.  Areas for professional development are often much harder to articulate.

 

Know that your reference will say good things about you.  Make sure that your reference knows you well enough to be able to make you shine.  If you did not have a good working relationship with your former boss and you don’t think they will be able to provide a good reference, consider other senior people you may have worked with in the organization.  It’s ok to ask the person what they will say about you.  If the person seems reluctant, they may not be your best choice.

Make sure you have correct contact information and provide reference details.  Your role at this point, is to do what you can to make the reference process go as smoothly and quickly as possible.  Provide your title and the reference’s title at the time when you were working together, your working relationship and the company you were both working for.  Include your reference’s current title and company as well.  Provide current and accurate work and personal emails, work phone, cell phone and home number, if possible.  I once spent several days trying to track down someone at a job they no longer worked at, but their voicemail was still connected.  This definitely slowed the hiring process.  Also, to help speed up the process, let the potential employer or executive recruiter know the best way to contact your reference.

Let your references know that you appreciate them.  Even though the person may be happy to speak on your behalf, it does take time out of their busy day.  It’s important to let them know that you appreciate them.  A card, a little gift or even a quick email to say thank you and update them on the outcome can go a long way.  This person may have been the reason why you got the job, and it is important to keep them in you corner!

 

-Marianne Lenz

Curtis Food Recruiters

 

 

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Thank you notes

Thank youWhen I receive a  thank you note, whether it is in the mail or electronic it truly one of my favorite things. Not so long ago almost anyone knew how to write a thank you note, so how did we lose this skill?  When I ask my kids about this they respond with ” well I said thank you, isn’t that enough?” Somewhere between rushing to sporting events, concerts and life in general,  I have failed them.  Admitting it is the first step right? My girls are applying for their first jobs this summer and I have created a guideline for them to follow for thank you notes after their interviews, it doesn’t matter if it is your first job at a fast food restaurant or if you are interviewing for a Vice President role the rules are the same.

Following an interview, promptly write the interviewer a letter expressing appreciation and thanks for the interview.  The purpose of this letter is to:

  1. Show appreciation for their interest in you and thank them for taking the time to meet with you.
  2. Let them know that you are interested in the position.
  3. Remind the employer about your qualifications for the position. If you thought of something you forgot to mention in the interview, mention it in the thank-you note.
  4. Show that you have good manners and are thoughtful.
  5. Follow up with any information the employer may have asked you to provide after the interview.

Hand written or electronic?

  1. Thank-you letters can be typed, handwritten or e-mailed.
  2. A well crafted email is perfect for following up on a conversation. Be mindful to send different emails to anyone you send them to.
  3. Handwritten are more personal, and would be appropriate for a hiring manager after you have been offered a position.
  4. E-mail is appropriate, when that has been how you have had contact with the person you want to thank, or if you want to get it to them expeditiously.

You don’t have to write a novel, just three sentences,  a greeting, and a close, are all you need to get this job done. It will get you noticed and I’m sure they will appreciate you taking your time to thank them and if anything you have spread a little kindness into the world!

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The Curtis Food Recruiters Philosophy

Our search firm’s unique philosophy has two key benefits not seen in most large search firms.

First, we accept only a limited number of engagements from outstanding companies. This allows each client to receive the personalized attention of one of our partners on every assignment.

Large search firms continuously struggle with issues centered on which recruiter owns each candidate and client. This leads to the second key benefit you will receive with Curtis Food Recruiters; we have no internal reserve on candidates. Candidate and client information can be accessed by each recruiter for every search.

By limiting our searches and keeping the candidate base open, we ensure maximum attention to our clients and full market access for faster placement.

To learn more about our company, and to get started today, we invite you to fill out our contact form.

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