Building Winning Teams

Transcription

1 Building Relationships with Executive Search Firms for Duke University s Fuqua School of Business Executive Search Partners March 19, 2009

2 Table of Contents Topic Page Search Firm - Building Client Relationships 4 Search Strategy 5 Decision Framework 6 Where You Will Be Found 7 Search Industry Databases 8 Interacting with Search Firms 9-13 Executive Qualities 14 Page 2

3 Table of Contents Topic Page References Red Flags 15 Reference Questions 16 How Search Executives Contribute to Your Career 17 The Future of Search 18 Our Services 19 Bio s Selected Clients Page 3

4 Search Firm Building Client Relationships In-Depth Knowledge of Leadership/ Culture /Strategy Compensation Structure Speed to Hire Increases Dramatically Able to Prepare for Critical Roles in Advance Ability to Attract Highly Competitive Talent Grows Employee Diversity Supporting Your Objectives Know What Attracts Candidates Successful Transitions Best Target Companies Senior Team History We Provide On Boarding Support Competitive Strengths Support and Protect with New Hires Build Understanding of Industry Challenges Page 4

5 Search Strategy Target Companies Training Companies/ Key Competitors/ Top Performers/ High Growth/ New Business Models Key Contacts Supporting Organizations Consultants / Agencies/ Accountants/ Lawyers/ PE, VC s Media / Wall Street/ Software Providers/ Distributors Industry Associations/ Minority Organizations Education/ Publications/ Conferences Social Networks Linked In / Plaxo/ Facebook Twitter/ MySpace/ Doostang Advertising Schools/ Associations/ Publications Page 5

6 Hiring Company Decision Framework Start with a Broad Perspective: Strategic View Competitive Dynamics Leading-Edge Talent What are the: Smartest People Thinking Highest Impact - Actions Top Performers - Doing Current Day-to-Day Realities: Government Regulation Distribution Structure Research & Development Consumer Sensitivities Best Candidate To Hire What are the Hot Topics? Technology Wall Street / Investment Resources Human Capital Development Global Business Environment Page 6

7 Where Will You Be Found? Our Data Base Target Companies Established Relationships Similar Searches Clubs Business Golf/ Yacht Sports/ Gyms Internet Research Google It Financial Coverage Company Web Site Alumni Organizations Education Company Team - Sports Media Editors/ Reporters Content Industry Moves Government Organizations Regulators Elected Officials Chamber of Commerce Job Hunting / Networking Groups MENG/ FENG Executive Forum Industry Association Management Speakers Attendees at Events Social Networking Sites Linked In Face Book Business Information Resources Hoovers Zoom Info Specialty Groups Minority Women Interests Charities Education / Museum Arts / Community Health: Disease/ Provider Page 7

8 Search Industry Databases Relationships You ve Been Recommended You ve Recommend Others Previous Searches Similar Function & Industry Similar Stage of Development Region How We Find You Targets Companies Associations Education Codes Industry & Function Management Level Education / Languages Locations Page 8

9 Interacting with Search Firms Recommend Candidates Be a Reference Meet Us as a Candidate Refer Business Respond to Calls / s Retained Executive Search Firm Industry & Company Insights Page 9

10 A Retained Search Executive s Daily Activities 5-15 Searches Active Candidates 1-10 Meetings per Month for Live Searches 3-5 Development Meetings Active Searches New Business Development Client Management Office Management 1-5 Contacts Per Client 1-5 calls per Week Each 1-3 Associates - Candidate Development Researcher Assistant Page 10

11 Candidate Development Phone Calls Broader Contacts Timing Selecting the Top Talent Sourcing s Initial Call 5 to 10 min Meet the Specs Direct Contact Advertising Scheduled Call ½ to 1 Hour Video or Inperson Interview Results & Cultural Fit Structural Fit Page 11

12 The Competition Who Else is a Candidate? Who Does the Company Want to Hire? Background of current employees Proven Success - Companies/ Training/ Performance What are the Must Haves? What does the Human Competitive Landscape look like? Why is company making an outside hire? Growth/ Upgrading Talent/ Performance Challenges Being the Best Candidate What are your strengths and vulnerabilities? What do you offer that is exceptional or unique? Culture Fit Performance History How close is the win likely to be? Level of Interest in the Company Quality of the Candidates Overall Page 12

13 Candidate Sequence Relationship with Company Competitors Experience with Hiring Manager Need to Hire 1 st to 5 th Winning Candidate Decision Team Page 13

14 Executive Qualities Understanding Human Potential Possibilities Vision/Listen Voice Breadth Passion Instincts Delivery Page 14

15 References Considerations Red Flags Length of Time Worked Together Responsiveness Return the Call How Well Does This Person Know You? How Articulate Are They? How Would This Person Be Viewed as a Candidate or Business Leader? Does This Person Know the Company You re Interviewing with? References are from earlier in career No one from current company or situation Non-Business: Family Friends/ Teachers / Spiritual Leaders / Politicians Part of 360 degree is missing Comments are weak positives Straight forward concerns Page 15

16 References What Questions Will Be Asked? The Conversation: General Overview Comments : What Capacity Did You Work together? Length of Time? How well do you know the Candidate? Performance / Results - Specific Examples Leadership / Management Style By virtue of Personality/ Intelligence/ Positive Energy Knowledge / Expertise What is this Person s Legacy Relationships Above; Lateral; Reports Fit Cultural / The Job / The Company / The Industry Issues / Areas for Growth What Advice Would You Give the Hiring Manager? The Candidate? What We re Looking For: What are we looking for? Consistencies / Inconsistencies Responsiveness Ability to Articulate Who You Are The Public Conversation - Common Phrases and Comments What Issues May Cause a Problem? Lies Employment / Performance Issues Education Credential Issues Family Friend Relative In-accurate Information Employment Dates People Difficult to Get on the phone Background Check Drug; Financial; Prison Record; Marriage/ Divorce; Credit Check; Finger Printing; Physical Page 16

17 How a Search Executive May Contribute to Your Career Making Strong Moves Corporate Cultures Knowledge of Executive Backgrounds Feedback on How Competitive You Are How a Specific Position Will Affect Your Career Negotiating and Evaluating an Offer Companies to Avoid Career Paths in Certain Companies & Industries Leading-Edge Thinking and Actions Page 17

18 Executive Search Industry The Future Industry Leaders Information Availability Designed for Fast Results Stronger Partnerships Work Teams Commissions Company Structure Technology Candidate Profiles Company Performance User Generated Content Faster Results 8 Weeks Video Interviews Prepared to Decide Speed In-House Large Companies Internal Executive Search Teams Improved Planning Improved Candidate Knowledge Page 18

19 Our Services Retained Executive Search Consumer Driven Businesses All Functional Areas Seminars Supporting Your Career Transition Providing Insights and Guidance for Those Exploring What s Next Career Coach Career and Search Strategy Interview Preparation Please Call or & Visit Our Website (soon) pweiner@weinerassoc.com Page 19

20 Paula Weiner, President Paula is an accomplished retained search professional with eighteen years industry experience. Before beginning her own firm, She was a top performer at Johnson, Smith & Knisely and Ward Howell, when they were purchased by Monster Worldwide. In addition, Paula worked with high quality New York boutique search firms including D.S. Wolf Associates and Gould McCoy. She possesses a significant track record of successfully placing senior executives in a broad range of functional areas. Her clients include Internet and E-Commerce firms, Healthcare companies, leading Consumer Packaged Goods firms, Health & Beauty Care manufacturers, Cable Networks and Service Providers, Entrepreneurial Ventures, Information companies and Financial Services firms. Earlier in her career, Paula was a consultant for Marketing Corporation of America, where she worked on strategic planning, programming, and operational structure for Lifetime Television and conducted research on the competitive dynamics for a well-known firm in the weight loss industry. At Chemical Bank, she provided strategic direction and monthly performance information for marketing decisions. For Eli Lilly & Company she served on the Prozac launch team and prepared forecasts for new cardiovascular drugs. Paula and a Partner built a market research firm in Cambridge, MA. Clients included Gillette, Colgate-Palmolive, and Carter s. Paula earned her MBA from the Fuqua School of Business, Duke University and her undergraduate degree from the University of Massachusetts. Page 20

21 Gail Lieberman, Advisory Board Gail is the Founder of Rudder Capital. She has previously held senior level operating positions at the Thomson Corporation, Moody s Investors Service, Scali, McCabe, Sloves, Inc. and the RCA Corporation. Prior to founding Rudder Capital, She was CEO of Liquid Alternatives Inc., helping private equity fund managers raise Institutional funding. She has significant operating and financing experience and has acquired, divested, and managed large portfolios of companies the business information, financial services, media and technology sectors during her corporate career. Ms. Lieberman has formerly sat on the boards of directors of I-trax, Inc. (AMEX: DMX), an Integrated provider of health and productivity management services, TriPath Imaging Inc. (NASDAQ: TPTH), a developer and manufacturer of cancer detection and diagnosis products and Breeze-Eastern Corporation (AMEX:BZC), a developer and manufacturer of lifting equipment for aerospace and defense applications. Gail holds a BA and an MBA from Temple University. Page 21

22 Sharif Elashmawy Director, IT Sharif Elashmawy presents an extensive entrepreneurial career background. Growing up in a family involved in the retail clothing business, Sharif leveraged his family s resources to start his first business, an online clothing store at the age of 21. Following his graduation Sharif joined AXA Equitable as an application developer hired to assist with the Y2K initiative. He redeveloped non-y2k compliant financial applications onto Windows server based systems. In 2001 Sharif left AXA Equitable and started working as an independent consultant working with small businesses and startups in providing them with business driven tech solutions. In 2006, with a growing client list and team of consultants, Sharif formed Tech Troop, LLC, a New York based technology consulting company providing IT infrastructure, helpdesk support, web development, and SEO services for small businesses in industries ranging from Private Equity to Hospitality. Sharif graduated from the Stern School of Business in 1999 and holds a Bachelor of Science degree with dual majors in Finance and Information Systems Page 22