Presentation is loading. Please wait.

Presentation is loading. Please wait.

Traditional search process

Published by Modified over 6 years ago

Similar presentations

Presentation on theme: "Traditional search process"— Presentation transcript:

1 Traditional search process
Job description is given Research in network and CV base Researcher contacts candidates First interviews In-debth assessment Recommendation Team needs not defined Critical leadership competencies not defined What to search (and assess) for…?

2 Traditional search process
Job description is given Research in network and CV base Researcher contacts candidates First interviews In-debth assessment Recommendation Team needs not defined Critical leadership competencies not defined Junior researches approaching executives Ineffective research methods Ambiguous and random in-debth assessments Onboarding leader left on his/her own No team acceleration What to search (and assess) for…?

3 Search Beyond Map of a complete Search Beyond process. Align Assess
Hogan individual assessments & Team Report Team & business needs analysis Leadership competencies & client’s clients’ expectations AI supported research Consultant contacts candidates First interviews & business needs assessment Hogan critical leadership competencies assessment Recommendation & evaluation First 90 days Align Assess Analyse Accelerate Map of a complete Search Beyond process.

4 Search Beyond Map of a complete Search Beyond process.
Hogan individual assessments & Team Report Team & business needs analysis Leadership competencies & client’s clients’ expectations AI supported research Consultant contacts candidates First interviews & business needs assessment Hogan critical leadership competencies assessment Recommendation & evaluation First 90 days Team effectiveness Align Assess Analyse Accelerate Go A`HEAD Map of a complete Search Beyond process. It encompasses a beginning of a team development process.

5 Search Beyond – step by step
Hogan individual assessments & Team Report Team & business needs analysis Leadership competencies & client’s clients’ expectations Analyse Mapping the intangible, hard to measure, but extremely important, criteria for leadership success Hogan Lead Report for each team member Hogan Team Report assessing the team as such 1 – 1,5 hrs pr person to complete Dedicated team process consultant

6 Search Beyond – step by step
Hogan individual assessments & Team Report Team & business needs analysis Leadership competencies & client’s clients’ expectations Consultant contacts candidates Analyse Individual feedback for each team member (1,5 hrs) 1/2 day team process to agree on team needs Dedicated team process consultant

7 Search Beyond – step by step
Hogan individual assessments & Team Report Team & business needs analysis Leadership competencies & client’s clients’ expectations AI supported research Consultant contacts candidates Analyse Client’s clients are heard Critical leadership competencies are defined Business experience requirements for the onboarding candidate are set A Job Description and team analysis report is made Process and team consultants together

8 Search Beyond – step by step
Team & business needs analysis Leadership competencies & client’s clients’ expectations AI supported research Consultant contacts candidates First interviews & business needs assessment Assess AI powered research on social media, job boards and LinkedIn AI borderless and powerful, can search anywhere Not Actively Looking - the «secret LinkedIn» for executives, a global search source GDPR compliance - only fresh entries in A`HEAD’s CV database «Long list» of potential candidates is discussed with the client Search consultant

9 Search Beyond – step by step
Leadership competencies & client’s clients’ expectations AI supported research Consultant contacts candidates First interviews & business needs assessment Hogan critical leadership competencies assessment Assess Candidates are contated by a senior - most often by phone Complex issues are discussed and candidates given time to reflect Candidates are contacted again and invited to meet A`HEAD in confidence Apparent disqualification criteria are assessed A`HEAD recommends who should meet the client Search consultant

10 Search Beyond – step by step
AI supported research Consultant contacts candidates First interviews & business needs assessment Hogan critical leadership competencies assessment Recommend-ation & evaluation Assess Client and candidate meet and learn about each other Candidate’s experience and motivation are mapped against client’s needs 1-4 candidates selected to advance in the process Search consultant

11 Search Beyond – step by step
Consultant contacts candidates First interviews & business needs assessment Hogan critical leadership competencies assessment Recommend-ation & evaluation First 90 days Assess Hogan HPI - the bright side of personality (big five) Hogan MVPI - motives, values, preferences and interests Hogan HDS - the dark side of personality (leadership derailers) Critical leadership criteria as defined in Job Description and team analysis are measured In-debth interview further assessing the critical leadership criteria Search consultant

12 Search Beyond – step by step
First interviews & business needs assessment Hogan critical leadership competencies assessment Recommend-ation & evaluation First 90 days Team Effectiveness Analyse Search consulant recommends who has the best fit for the job based on the criteria in the Job Description and team analysis Process so far is evaluated Client negotiates with candidate, A`HEAD assists as 3rd party Onboarding candidate is realistically briefed about current state of affairs in the team Search consultant and process consultant

13 Search Beyond – step by step
Hogan critical leadership competencies assessment Recommend-ation & evaluation First 90 days Team Effectiveness Accelerate A 90 day programme accelerating the onboarding leader quickly up to speed Process consultant

14 Search Beyond – continuing beyond
Recommend-ation & evaluation First 90 days Team Effectiveness Accelerate At this stage, a 6 months programme accelerating team effectiveness can easily be added Team already mapped and process already started Process consultant

15 Search Beyond – advantages
Search process meets not only «hard» business needs, but also «soft» management team needs Onboarding manager can be briefed beforehand about team effectiveness and team needs Improved chance of well performing management team after search New management team will be fully operative quicker A team effectiveness process has been kicked off… …and could easily be continued Candidates’ leadership competencies can be compared to Hogan’s statistical norms for such competencies Client’s clients feel significant and get closer to our client

Download ppt "Traditional search process"

Similar presentations

INDIAN RIVER SUCCESSION PLAN 2005-2007. GOAL To groom existing teachers and staff members to become administrators at the school and district level.

INDIAN RIVER SUCCESSION PLAN GOAL To groom existing teachers and staff members to become administrators at the school and district level.
CAREERS SERVICE www.lse.ac.uk/careers How can the LSE Internship Programme help your career? Frances Meegan LSE Careers Service.

CAREERS SERVICE How can the LSE Internship Programme help your career? Frances Meegan LSE Careers Service.
Left Heading of the PPT will come here October 11, 2010 NexGen HR.

Left Heading of the PPT will come here October 11, 2010 NexGen HR.
Using the Workforce Capability Framework for Aboriginal Community Controlled Organisations Aboriginal Community Controlled Organisations.

Using the Workforce Capability Framework for Aboriginal Community Controlled Organisations Aboriginal Community Controlled Organisations.
Introduction to CCC Coaching Programs. PURPOSE OF COACHING Preparing for a stretch assignment or role Transitioning into a new executive team or organization.

Introduction to CCC Coaching Programs. PURPOSE OF COACHING Preparing for a stretch assignment or role Transitioning into a new executive team or organization.
Helping Business Owners Leverage LinkedIn For Profitable Business Growth By Mark D. Yates Operations Director at Link Business Marketing Ltd © Dr. Mark.

Helping Business Owners Leverage LinkedIn For Profitable Business Growth By Mark D. Yates Operations Director at Link Business Marketing Ltd © Dr. Mark.
Specializing in Search Excellence Click the arrows to advance to the next slide.

Specializing in Search Excellence Click the arrows to advance to the next slide.
SUCCESSION PLANNING OVERVIEW

SUCCESSION PLANNING OVERVIEW
Consolidation Experience 2012. Consolidation 2012 The senior level consolidation is a 168 hours (14 -12 hr shifts or 21- 8 hr shifts) of concentrated.

Consolidation Experience Consolidation 2012 The senior level consolidation is a 168 hours ( hr shifts or hr shifts) of concentrated.
PARTICIPATING IN EX APPOINTMENT PROCESSES

PARTICIPATING IN EX APPOINTMENT PROCESSES
 Sourceout Consultings is a fast growing talent search and placement services firm established in 2011. We deal with top companies in sectors such as.

 Sourceout Consultings is a fast growing talent search and placement services firm established in We deal with top companies in sectors such as.
HOGAN REPORT OPTIONS November 2013. HoganSelect reports use personality assessment to: Identify candidates’ work style Understand their core drivers Recognize.

HOGAN REPORT OPTIONS November HoganSelect reports use personality assessment to: Identify candidates’ work style Understand their core drivers Recognize.
1 Commissioned by PAMSA and German Technical Co-Operation National Certificate in Paper & Pulp Manufacturing NQF Level 3 Lead a team, plan, organise and.

1 Commissioned by PAMSA and German Technical Co-Operation National Certificate in Paper & Pulp Manufacturing NQF Level 3 Lead a team, plan, organise and.
Is there a Doctor in the house? Then take me to your leader. Engaging medical and clinical staff in Post Graduate accredited workbased leadership development.

Is there a Doctor in the house? Then take me to your leader. Engaging medical and clinical staff in Post Graduate accredited workbased leadership development.
Staffing ACC's Philosophy  Maintain high Selection Standards –Meet the Business Needs of the Company –Short Term & Long Term  Promote from within –Priority.

Staffing ACC's Philosophy  Maintain high Selection Standards –Meet the Business Needs of the Company –Short Term & Long Term  "Promote from within" –Priority.
Human Resource The Recruitment Agency. ABOUT US HRRA (Human Resource Recruitment Agency) is an independent company specializing in staff recruitment since.

Human Resource The Recruitment Agency. ABOUT US HRRA (Human Resource Recruitment Agency) is an independent company specializing in staff recruitment since.
DFI Led Quality Initiatives and Roadmap to Date Dermot O’Donnell, Support Officer in DFI.

DFI Led Quality Initiatives and Roadmap to Date Dermot O’Donnell, Support Officer in DFI.
“Identifying outstanding talent in the business of sport” Part of the St George’s Recruitment Group.

“Identifying outstanding talent in the business of sport” Part of the St George’s Recruitment Group.
What we are today is because of YOU – Our CLIENTS  Pioneer in Placement – Since 1979  ISO 9001:2000 Certification – Since 1996  Placement of more than.

What we are today is because of YOU – Our CLIENTS  Pioneer in Placement – Since 1979  ISO 9001:2000 Certification – Since 1996  Placement of more than.
How to Get Started with JCI Accreditation. 2 The Accreditation Journey: General Suggestions The importance of leadership commitment: Board, CEO, and clinical.

How to Get Started with JCI Accreditation. 2 The Accreditation Journey: General Suggestions The importance of leadership commitment: Board, CEO, and clinical.

Similar presentations

Ads by Google