Cornerstone International Group - India’s Post

For a successful partnership between a #CHRO and an executive search firm, read on. #ExecutiveSearch #TalentAcquisition #LeadershipHiring #ExecutiveRecruitment #TopTalent #LeadershipDevelopment #ExecutiveSearchFirms #TalentManagement #CHROInsights #GlobalTalent #HRPartnership

Struggling to make that key hire or seeking a competency-based approach to leadership hiring? When I was brought in as an external advisor to help an organization hire their CHRO, a role that had been vacant for over two years - I immediately sensed the urgency and frustration. Through my discussions with the CEO to understand the ‘why’, it became evident that the issue wasn't the lack of qualified candidates, but rather a disconnect among the C-suite regarding the expectations and responsibilities for the role. The organization’s reputation among HR leaders had also taken a hit due to this extended search. Potential candidates were wary of an employer that seemed unable to define or agree on the role of its top HR executive. This ambiguity had turned the search for a CHRO into a revolving door of misaligned interviews and dashed hopes. To address this, I facilitated sessions with the C-suite to uncover their individual perspectives and expectations for the CHRO role. As expected, this group had varied expectations - some viewed the CHRO as a strategic partner to drive cultural change, while others saw the role primarily as a compliance and operational function. With a revised role description and a well-defined evaluation framework, we relaunched the search. In under 2 months, we successfully onboarded a CHRO who quickly integrated into the team, driving strategic initiatives and operational efficiencies, and restoring confidence among the HR community about the organization’s commitment to its leadership and culture. 2 years hence, the CEO tells me the CHRO has been one of their best leadership hires in recent times. Reach out to me on preethiramesh@gmail.com to discover how I can help streamline your process and find the perfect fit. #executivesearch #competencybasedhiring

For senior executives, mastering leadership talent acquisition is paramount. The key to successful hiring is ensuring a perfect "fit" — a process that demands a strategic and thorough approach. https://lnkd.in/eWEm77fj 1) Attraction: Start by building a strong employer brand that draws top-tier talent. The best candidates won't be available unless they're genuinely interested in your organisation. 2) Role Definition: Precisely outline what success looks like for the role. This includes not only the specific performance metrics but also alignment with your company's culture and leadership needs. 3) Evaluation: Implement a rigorous evaluation process. This should involve structured interviews, input from multiple stakeholders, creative problem-solving tests, psychometric assessments, and meticulous reference checks. 4) Integration: The hiring process doesn't end with an offer letter. Ensure that new leaders are effectively integrated into the company to foster long-term success and retention. A comprehensive hiring process is an investment that pays off by avoiding the costly consequences of a bad hire. Prioritising these steps will secure not just the best candidate, but the right leader who is perfectly aligned with your company's needs. At TRANSEARCH International, we understand that attracting top-tier leadership talent demands a strategic alignment between the candidate and your organisation's culture and objectives. Our comprehensive approach helps you build a compelling employer brand, define roles with precision, and conduct a rigorous, multi-faceted evaluation process. Furthermore, we don't stop at the hiring decision; we ensure seamless integration of new leaders into your company, setting the stage for long-term success and retention. Find the right TRANSEARCH consultant: https://lnkd.in/gYB4hZP #evaluation #culturalfit #branding #integration #leadership #recruitment #talent #retention #transearch

I asked 100 senior leaders experts and hiring mangers one simple question: "What early hiring mistake will you never make again while headhunting leadership talent again?" Listen, if you’re a Leader or People Manager: The result: 4 profound mistakes everyone (from experts to HR) should avoid in their sourcing strategy and what to do instead: Let’s dive in: ---- Mistake 1: Relying on Traditional Recruitment Techniques ↳Too often, HR leaders choose to solely rely on traditional recruitment techniques. ↳ Instead, they should be focused on using digital platforms and networking. This makes a biggest difference. ------ Mistake 2: Not Prioritizing Cultural Fit ↳ A good HR leader can hire competent employees by Prioritizing Cultural Fit ↳ A inexperienced HR leader may end up hiring the wrong talent by ignoring this crucial aspect. ↳ But a legendary HR leader will hire employees who not only possess the said skills but also fits perfectly into the company's culture aligned with their vision. ------ Mistake 3: Not Prioritizing Talent With Personal Development Goals ↳ Let's make a shift. As Talent spotters we must focus on the person behind the employee. Finding leadership talent isn't just about the business. It's about the individual. When we hire an individual that thrives, so will the business. ------ Mistake 4: Not Collaborating with Niche Talent Partners ↳Reframe your perspective of competition and start seeing the tremendous value in collaboration. ↳ As the saying goes, "If you want to go fast, go alone. If you want to go far, go together." ↳ Niche talent partners allows for a collective approach to problem-solving. It brings together diverse expertise, driving innovation and fostering a culture of continuous learning. ------ Mistake 5: Embracing Change ↳ Traditional wisdom says "if it ain’t broke, don't fix it." ↳ Constantly evaluate your processes Embrace collaboration, innovation and change Learn these lessons → you'll become unstoppable at finding top talent. ------- With Mehan's Client Promise : Success through People ↳ Our Talent Partners achieve significant milestones because we avoid the above mistakes What about you? ↳ Share your stories in the comments below, let's learn from each other. Are there any hiring mistakes you want us to learn from? ----- Follow us for more leadership and career insights Hit the notification 🔔 to + follow + ----- REPOST THIS ♻️ to share it with your network. ↳ Let's empower Organizations to Succeed through People 💜 Your Home-Grown Talent Partner Shabna Ibrahim #talentpartners #successthroughpeople #executivesearch #mehanforleadershipgrowth

One of the biggest hiring mistakes as an HR starting off in the UAE is No. 2: Ignoring cultural nuances in the interview process. Later, I refined my approach to ↳ Adapt interview style & questions to evaluate candidates from diverse backgrounds

For senior executives, mastering leadership talent acquisition is paramount. The key to successful hiring is ensuring a perfect "fit" — a process that demands a strategic and thorough approach. 1) Attraction: Start by building a strong employer brand that draws top-tier talent. The best candidates won't be available unless they're genuinely interested in your organisation. 2) Role Definition: Precisely outline what success looks like for the role. This includes not only the specific performance metrics but also alignment with your company's culture and leadership needs. 3) Evaluation: Implement a rigorous evaluation process. This should involve structured interviews, input from multiple stakeholders, creative problem-solving tests, psychometric assessments, and meticulous reference checks. 4) Integration: The hiring process doesn't end with an offer letter. Ensure that new leaders are effectively integrated into the company to foster long-term success and retention. A comprehensive hiring process is an investment that pays off by avoiding the costly consequences of a bad hire. Prioritising these steps will secure not just the best candidate, but the right leader who is perfectly aligned with your company's needs. At TRANSEARCH International, we understand that attracting top-tier leadership talent demands a strategic alignment between the candidate and your organisation's culture and objectives. Our comprehensive approach helps you build a compelling employer brand, define roles with precision, and conduct a rigorous, multi-faceted evaluation process. Furthermore, we don't stop at the hiring decision; we ensure seamless integration of new leaders into your company, setting the stage for long-term success and retention. Find the right TRANSEARCH consultant: https://lnkd.in/gYB4hZP #evaluation #culturalfit #branding #integration #leadership #recruitment #talent #retention #transearch

🔍 The Importance of Cultural Fit in Headhunting 🌍 When it comes to hiring top executive talent, ensuring a perfect match goes beyond skills and experience. At EV Search, we believe that cultural compatibility is just as crucial for long-term success. Here’s why: ✅ Enhanced Performance: Executives who align with a company's culture are more likely to thrive and contribute positively to the organization. ✅ Stronger Team Dynamics: A good cultural fit fosters better communication, collaboration, and cohesion within teams. ✅ Employee Retention: Leaders who resonate with the company’s values and mission are more likely to stay committed, reducing turnover rates. ✅ Brand Integrity: Executives who embody the company culture help maintain and promote a consistent brand image both internally and externally. Our headhunting process meticulously evaluates not just the candidate’s professional qualifications but also their alignment with the client's organizational culture. We dive deep to understand both the company’s ethos and the candidate’s values, ensuring a harmonious fit that drives mutual growth. Ready to find an executive who’s the perfect fit for your company? Let’s connect and make it happen! 🤝 #headhunting #culturalfit #executivesearch #leadership #recruitment #EVSearch

🔍 The Importance of Cultural Fit in Headhunting 🌍 When it comes to hiring top executive talent, ensuring a perfect match goes beyond skills and experience. At EV Search, we believe that cultural compatibility is just as crucial for long-term success. Here’s why: ✅ Enhanced Performance: Executives who align with a company's culture are more likely to thrive and contribute positively to the organization. ✅ Stronger Team Dynamics: A good cultural fit fosters better communication, collaboration, and cohesion within teams. ✅ Employee Retention: Leaders who resonate with the company’s values and mission are more likely to stay committed, reducing turnover rates. ✅ Brand Integrity: Executives who embody the company culture help maintain and promote a consistent brand image both internally and externally. Our headhunting process meticulously evaluates not just the candidate’s professional qualifications but also their alignment with the client's organizational culture. We dive deep to understand both the company’s ethos and the candidate’s values, ensuring a harmonious fit that drives mutual growth. Ready to find an executive who’s the perfect fit for your company? Let’s connect and make it happen! 🤝 #headhunting #culturalfit #executivesearch #leadership #recruitment #EVSearch

78% of CEOs worldwide view talent acquisition as their top priority for organizational growth! This statistic underscores the critical importance of effective executive search and headhunting services. At PGC we specialize in providing tailored solutions to meet the unique needs of our clients. From CEO searches to senior management recruitment, we partner with top-tier executive talent and leading organizations to facilitate seamless transitions and foster sustainable growth. Our approach is rooted in collaboration, transparency, and a deep understanding of our clients' culture and candidates' aspirations. By leveraging cutting-edge technology and industry expertise, we streamline the executive search process, ensuring precision and efficiency at every stage. But our commitment continues after placement. We go the extra mile to support our clients in executive integration and retention strategies, helping them build cohesive leadership teams that drive innovation and results. If you're looking for top-tier executive talent or exploring opportunities for career advancement, we invite you to connect with us to discuss how we can support your objectives. Let's navigate the path from recruitment to retention together! #ExecutiveSearch #LeadershipRecruitment #TalentAcquisition #CXO #RetentionStrategies #RecruitmentConsulting #Headhunting #TopSearchFirms #PGC #CXOsearch #CXOIntegration #ChangeManagement #OrganizationalTransition #LeadershipDevelopment #LeadershipIntegration #OrganizationalCulture #ExecutiveSearch

The Executive Search Paradox: Why DIY Hiring Often Costs More 'Why pay for executive search when we can do it ourselves?' It's a common question, but it overlooks a crucial paradox: DIY executive hiring often ends up costing more. Here's why: 1. Opportunity Cost: Every hour your team spends on recruitment is an hour away from core business activities. 2. Limited Reach: Internal networks rarely match the depth and breadth of an established executive search firm. 3. Bias Blindspots: Internal hiring can fall prey to unconscious biases, limiting diversity and innovation. 4. Misaligned Incentives: Internal recruiters might rush to fill a role, while executive search firms are incentivized for long-term success. Are you ready to save millions? At headfinders, we’ve witnessed companies achieve this by investing in professional executive search—preventing expensive mis-hires and driving growth with the right leaders. HR Leaders, what's been your experience with executive hiring? DIY or professional search? #ExecutiveSearch #LeadershipHiring #TalentAcquisition #HR #ChiefPeopleOfficer #Leaders