Barney Mundell

Check out the latest blog post from Elite People Partners: How to Cultivate Top Talent While Navigating a Volatile Job Market

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How to improve executive succession planning. Lots to think about and my discussion with colleague Clancy Murphy will I hope give you some good insights.

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For the past two decades Alliance Consulting (Recruitment) has been supporting businesses ranging from SMEs right through to global corporates with market insights and salary benchmarking services allowing them to stay competitive and retain their staff. We are pleased to announce that our 2024 salary guide is now available upon request. #salarysurvey #benchmarking #marketinsights #hr

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“Exploring the Value of Executive Recruiters in Attracting Top Talent, Part 3” In my previous blogs, we laid the groundwork for understanding why executive search firms justify their fees, initially focusing on the critical, often overlooked factors of Expertise and Casting a wider net. In today's blog, I will delve into another crucial reason why executive search consultants are worth what they charge: cost. Employers persist in misinterpreting the actual cost of recruiting for high-value leadership positions. This can be divided into two key categories: direct recruitment costs and, more significantly, the cost of making a poor or incorrect choice or mishiring. From a tactical standpoint, recruiting costs extend beyond simply posting a job on platforms like LinkedIn and Indeed. It encompasses the salaries and benefits of the recruiting and employment staff and the line managers involved in the hiring process (who are not as productive in their regular roles while engaged in recruiting activities). Additional hidden or often overlooked costs include travel and entertainment expenses for in-house recruiting staff, external research, and source development costs, ATS/CRM databases and maintenance expenses, reference checking and degree verification, and clerical costs associated with managing responses from numerous unqualified candidates. They add up quickly and should be considered when estimating the true cost of recruitment. The cost of mis-hiring is not to be taken lightly: Misplacements lead to displacements that necessitate replacements. According to the Conference Board, 50% of senior-level hires leave within 18 months. That is a staggering statistic. It's a common misconception that the replacement cost is solely measured in the hard costs listed above. However, these only represent one-third of the true cost of a mis-hire. The remaining two-thirds encompass mistakes, missed opportunities, lost business, disruptions, lawsuits, etc. Depending on the source, the true cost of a mis-hire can range from five to twenty-five times an executive's base compensation. For instance, for an executive with a $250,000 base salary, a mis-hire could cost between $1.5 million and $6 million. Engaging a reputable Executive Search firm is not just a cost but an investment in risk mitigation and enhancing your business value. #retainedexecutivesearch #leadership #careers #talentacquisition #management

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Embarking on a recruitment journey in the financial services sector? The tide remains in favour of the candidates. The key to attracting top talent lies in understanding their desires and tailoring your value proposition accordingly. The search for the best in the industry is a strategic endeavour. At tPS Recruitment, we stand beside our carefully chosen clients to spotlight opportunities that resonate with candidates' aspirations. 🌟 It's essential to recognise that the allure of a role extends beyond the paycheck. Candidates today are after a package deal—career progression, company culture, and work-life balance are just as crucial. We dive deep into the heart of what makes a position attractive and collaborate with you to ensure those elements shine through. It's not just about filling vacancies; it's about creating relationships and entwining futures. 👥💼 With only a select number of roles we showcase publicly, our commitment to quality recruitment runs deep. So if your goal is to elevate your financial services team with stellar professionals, let's have a conversation. Reach out at 0330 056 6665 and together, let's navigate this candidate-led market with finesse. #FinancialServicesRecruitment #CandidateAttraction #tPSPartnership ⚖️🔍🤝

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Our Page Executive 2024 UK Salary Guide is here! Access our report to help inform your benchmarking exercise on compensation, bonus and benefits for C-suite and senior leadership roles across multiple functions and sectors. The guide also includes market insights from our reputed principals and partners who have successful track records placing leadership talent to help UK businesses transform and grow. Download today: https://lnkd.in/dTDx_UzF #salaryguide #executivesearch #leadership #unitedkingdom #uk #marketinsights #csuite

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Another excellent article by Jo Major (She/her) of Diversity in Recruitment exclusively for The HR World A big topic and well worth 10 minutes of your day!

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Exploring the Value of Executive Recruiters in Attracting Top Talent, Part 4 The Benefit Of Unbiased Third-Party Input Of Executive Search Consultants By: Walter U Baker, Washington DC Managing Director, Cornerstone Group International Today, we continue our series on why recruiters are worth what they charge and why executive search firms play a critical role in helping organizations find top talent for executive positions. Executive search firms specialize in identifying and recruiting top professionals, ensuring the best candidates are matched with the right roles. In previous blogs, the author discussed why executive search firms justify their fees by focusing on expertise, casting a wider net, and cost. Today, we will discuss the benefit of Unbiased Third-Party Input Of Executive Search Consultants. A recruiter's stock-in-trade is their integrity and reputation for finding someone better than a company could have found for themselves. Their success relies on offering unbiased and impartial input, ensuring a fair and transparent process, and providing valuable insights and recommendations to senior executives. The search process, which is thorough and meticulous, involves quickly identifying potential candidates, evaluating them against the position profile, and assessing their cultural fit to identify the best candidate for the job. It's emphasized that the above process is not just about pulling files or using online platforms. It requires a well-structured process, specific process steps, and discipline to identify the best people for a job, not the best candidate looking for a job. External search consultants operate in spheres of influence that are far more familiar with your needs than any internal recruiter. They leverage their market knowledge and understanding of talent pools to attract top candidates and view finalists as A-level talent to solve clients' problems rather than just filling open slots. Moreover, executive search firms, driven by the aim of fostering long-term business relationships, offer a truly exclusive level of service. Unlike internal recruiting, which is increasingly reliant on automation, executive search firms utilize targeted original research with personal outreach, which, when combined with their expert industry knowledge, provides unparalleled access to top talent. They have the ability to build relationships with executives that will allow them access to market information and analysis unavailable to internal recruiters. In conclusion, partnering with an executive search firm provides senior executives with informed hiring decisions based on market realities. It ensures they find the best candidates to drive their company's growth and success. #TopTalent #ExecutiveSearch #leadershipskills #

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Fascinating article about the significant disparity in executive compensation between the UK and the US. On average, UK executives are paid significantly less than their American counterparts, which poses a risk of talent migration from Britain to the United States. Could this gap in pay undermine the competitiveness of the UK's capital markets and its ability to retain top executive talent? One might wonder if we'll see an increasing trend of executives moving to financially rewarding markets such as New York. https://lnkd.in/ePMVq7SC

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To help investment funds access and attract the industry’s top talent, we need to have a fundamental view of the key motivators of the candidates they are targeting. First launched in 2016, Kea’s Talent Shift report is a deep dive into the motivations of candidates who are seeking moves into investing. This year, our Vice President of Research & Insights Dan Thomassen has refreshed our findings, surveying heaps of candidates across backgrounds to form the most comprehensive understanding of what really drives their motivations for the buy-side. Among other topics, our full 26-page report gives detailed insights into: 💡How candidate motivations have evolved since 2016 💡How motivations between men and women compare 💡How consultants and investment bankers differ in motivations 💡Key motivators for socially and ethnically diverse candidates This blog post provides a small window into the work we have done. But, do get in touch if you’d like a copy of the full report and to schedule a chat thereafter! #PrivateEquity #ExecutiveSearch #Insights

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Our Page Executive 2024 UK Salary Guide is here! Access our report to help inform your benchmarking exercise on compensation, bonus and benefits for C-suite and senior leadership roles across multiple functions and sectors. The guide also includes market insights from our reputed principals and partners who have successful track records placing leadership talent to help UK businesses transform and grow. Download today: https://lnkd.in/enjJqF7E #salaryguide #executivesearch #leadership #unitedkingdom #uk #marketinsights #csuite

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Our Page Executive 2024 UK Salary Guide is here! Access our report to help inform your benchmarking exercise on compensation, bonus and benefits for C-suite and senior leadership roles across multiple functions and sectors. The guide also includes market insights from our reputed principals and partners who have successful track records placing leadership talent to help UK businesses transform and grow. Download today: https://lnkd.in/enjJqF7E #salaryguide #executivesearch #leadership #unitedkingdom #uk #marketinsights #csuite

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What does it mean to be a Non-Executive Director nowadays? When to start thinking about this career path? I found this insight from our UK colleagues, Board Practice, very interesting. So many people think about the best way to combine executive and non-executive roles. The good thing is that they might be very complementary, with a strong value to build on both sides: "My executive role in the private sector allows our team to move faster on initiatives and this is something which I bring to my non-executive role, where traditionally businesses move slower. It has also supported me from a networking perspective, opening more doors, allowing more partnerships to happen in my executive role, which contributes to the bottom line". #boardroom #career #NED #executive Odgers Berndtson Luxembourg #Csuite #executivesearch

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🌟 Explore our 2024 webinar schedule 🌟 https://lnkd.in/eJ9QZcZZ   Whether you're aiming to secure your next role or optimise your hiring efforts, our lineup of dynamic webinars is designed to empower both job seekers and employers alike.   Our webinars this April include today:   🎙️ Webinar for Candidates: "Being Interviewed Virtually". Discover valuable tips and strategies to excel in online interviews. 📅 Date: April 19, 2024 🕒 Time: 1:15 PM - 2:00 PM   🎙️ Webinar for Employers: "Writing Job Advertisements". Learn how to write job ads that attract top talent and drive results. 📅 Date: April 19, 2024 🕒 Time: 2:15 PM - 3:00 PM   Reserve your spot today and unlock the strategies you need to thrive in today's competitive landscape. https://lnkd.in/eJ9QZcZZ   #CareerDevelopment #RecruitmentStrategies #WebinarSeries #ProfessionalGrowth #jobseekers

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What does it take to be a 21st century CEO? Considering that last year 88% of newly appointed CEOs were first-timers, having never held the chief executive role, this is an important question to answer. Raconteur have taken up the mantle by launching their very own list of 50 CEOs who, in their view, are successfully and sustainably innovating and achieving growth amid challenging economic uncertainty. Take a look at who's made the cut here: #ceo #ceos #csuite #leadership #leaders #innovation #sustainability #raconteur50 #ceolist #businessleadership

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