Post by account_disabled on Dec 24, 2023 23:11:43 GMT -5
Exciting conference organized by alumni of a prestigious school and hosted by a firm in the TOP 5 Executive Search firms . Around the table, a partner from this firm, a consultant from another prestigious firm and 3 “talent acquisition managers” from Google , L’Oréal and Accenture . The program? New methods to recruit you. 2 hours of speaking, with very concrete testimonies from the 5 speakers. Executive Search They are not looking for CVs but for “Market Validated Executives”. The “executive search” hunter seeks skills recommended by his ecosystem. LinkedIn is used, of course, but not to search for profiles. The profile must emerge naturally.
On the other hand, LinkedIn is used to validate the last position. An important Email Data area of the profile for executive searches is the last position. This is not said clearly, but very largely implied: details are needed. The simple title is not enough, as a title covers different realities depending on the organization. Google is obviously an ally, since Google will reveal information beyond what LinkedIn can indicate. In a way, LinkedIn is identity and Google is reputation. LinkedIn does not reveal the “qualitative” side of the candidate. Suppliers, colleagues, partners, customers, etc. will be interviewed.
The speakers emphasize an obvious point which is nevertheless little taken into account by candidates: the hunter's client is the company, not the candidate. The hunter is there to find the best candidate. It “evaluates” 4 areas: On the one hand, 2 technical areas: technical skills and relevance of experience. These 2 points are demonstrable. On the other hand, “culture fit” and “leadership ability”. These two points are less demonstrable and we therefore resort more and more to assessment. Assessment The assessment gives another, more horizontal perspective: how the candidate decides, how he convinces, how he “leads”, how he “concludes”. It lasts 2.5 hours with tools that help assess executive intelligence. The assessment always ends with feedback in the form of coaching.
On the other hand, LinkedIn is used to validate the last position. An important Email Data area of the profile for executive searches is the last position. This is not said clearly, but very largely implied: details are needed. The simple title is not enough, as a title covers different realities depending on the organization. Google is obviously an ally, since Google will reveal information beyond what LinkedIn can indicate. In a way, LinkedIn is identity and Google is reputation. LinkedIn does not reveal the “qualitative” side of the candidate. Suppliers, colleagues, partners, customers, etc. will be interviewed.
The speakers emphasize an obvious point which is nevertheless little taken into account by candidates: the hunter's client is the company, not the candidate. The hunter is there to find the best candidate. It “evaluates” 4 areas: On the one hand, 2 technical areas: technical skills and relevance of experience. These 2 points are demonstrable. On the other hand, “culture fit” and “leadership ability”. These two points are less demonstrable and we therefore resort more and more to assessment. Assessment The assessment gives another, more horizontal perspective: how the candidate decides, how he convinces, how he “leads”, how he “concludes”. It lasts 2.5 hours with tools that help assess executive intelligence. The assessment always ends with feedback in the form of coaching.