1. Recruiting Future Public Sector Leaders
Mercuri Urval: Expertise, Experience and Challenges
It’s all about people!

2. Why Is Public Sector Sexy for your Future Managers
The Key Issue:
Why
Is Public Sector Sexy
for your Future Managers
Because Public Sector is about all of us – me and you – around the globe

3. Who we are
Founded in Sweden in 1967 we are pioneers in understanding the relationship between people and organisational success
Independent. Organically-grown. More than 700 consultants worldwide, across 75 offices in 21 countries on 4 continents
Our people are organisational orientated, hands-on, focused and backed up by best-in-class intellectual property
Each year, we improve the performance of over 3,000 clients through improving the capability of their people
We have a consistent global approach.
We believe
We can improve your results by focusing on your business needs and people capability
The right people make great things happen.
Christian Kofoed-Enevoldsen, Sebastian Volkers, Susanne Bentkjaer

4. Mercuri Urval’s Global Reach

5. Major International Clients

6. Our Management Model
The individual profile – Knowledge, skills, experience and attributes (personality, motivation and skills) - has a decisive influence on the level and direction of the actual behaviour
A employee’s development in behavioural terms is directly related to the development of insight in his/her individual profile
Employees develop their real impact faster by insight than by “trial and error”.
Because getting the right blend of people performing at their best is not easy, we have found that carefully and efficiently considering each of these questions is valuable
What skills and knowledge do you need today and in the future? What capabilities do you already employ, and what is their potential? How can your people develop, and how much? Which people are you able to attract, and how? What is the best way of deploying and utilising people through change?
By successfully addressing these questions over the years we have helped our clients perform. The right person in the right job, at the right time always delivers, and with targeted development and effective deployment, they will achieve even more.
We can help to secure that your decisions concerning investments in people will be the best ones possible. And of course getting this right will improve your results. “
We are pioneers in predicting the impact people will have on results 6

7. Our Services to our Public Sector Clients
Executive Recruitment and Search
Management Assessment (as an input to selection)
Management Development Planning
Management Coaching
Management Team Coaching
Talent Coaching
Management Appraisal/360 Feedback
Team Management
Strategic HR (result based)
Management Audit (Stakeholder or Capability Analysis)

8. Public Sector Areas Geographical Level Professional Areas
National government (ministries)
Infrastructure/Transport
Finance/Tax
National agencies (highly specialised professional bodies)
Education & Research
Healthcare
Regional government and agencies
Social Affairs and Housing
Local municipalities and institutions
Security (defence, police)
Culture
International organisations
NGO´s

9. Mercuri Urval
Your Recruiment Challenges

10. Public Sector Characteristics
Not for profit organisations (expenditure goals)
Political governance structure
Management as a key challenge
Rules and regulations (transparency)
Professional ”no mistakes allowed” culture (accountability)
Stakeholder complexity
Organisational stability
Organisational change (New Public Management+)
Detailed, regulated HR processes
Complex (and slow) decision making processes
Regulation (tender procedures, non-discrimination)
National particularities, traditions and administrative cultures

11. We Understand
That:
An efficient Public Sector is a vital part of the development of modern, well functioning societies.
Managers in public sector organisations – whether working on a local, national or international level - often deal with highly sophisticated or specialised tasks with great substantial influence on us all. This requires a delicate combination of excellent cognitive skills coupled with good personal empathy and integrity.
The Public Sector is challenged by the rapid changes that sweep modern society, demanding a clear and engaging personal leadership style in order to make staff follow.
Public Sector managers must be accountable to a large and diverse group of stakeholders and therefore must be able to focus their management efforts on effectiveness (quality of output, efficiency and productivity) in delivering results within their organisations’ core area of public service.

12. We Believe
The Public Sector needs clever heads to manage and navigate up against the politically defined values and goals.
You need to acknowledge and understand the special organisational framework that public management is developed within and how the decision making processes on capability building and staff management take place.
The Public Sector key resource is its people and their ability to interact with each other and the public.
You should make use of consultancy services that are build on genuine, technical expertise in understanding people and management and we have strong analytical capability, insight and public sector knowledge that enables us to tailor-make our service to the specific needs and challenges of Public Sector Institutions.
That:

13. Public Sector Talent Challenges
What’s in it for me
Talents looks for personal benefits
Talents is loyal towards own goals
Talents thrives for having influence and impact
Talents wants to have a broad outreach
Talents wants to have personal feedback
And Public Sector is slow moving business

14. Public Sector Opportunities
Having a unique position needs to be told and understood
Send out focussed, individualised messages to attract talents
Create and nursure talent pipelines
Define a clear and transparent carreer pipeline
Develop attractive management understanding
Develop dynamic, organisational teamfocus
Invest in people deployment
Open up and seek advice

15. Selected Public Sector References
Within the Last 5 Years
Ministries of State, Finance, Justice, Tax, Transport, Environment, Agriculture, Foreign Affairs etc. in the Nordic countries – Executive Search and Selection
Cities of Copenhagen, Stockholm, Oslo etc. – Search, Recruitment and Selection
Regions of Sweden, Denmark etc. – Stakeholder Analyses and Recruitment
National Police Force – Management Audit
European Commission – Senior Management Assessment
European Central Bank – Management Feedback
European Agencies for Space, Energy, Patents, Environment, Chemistry – Assessment Centres
UNICEF – Talent Coaching
WHO – Management Assessment, Management Coaching, Executive Search