If you are ready to expand your Board membership or replace a retiring Board member, you want to make sure that you are adding an individual who will make a meaningful contribution to the success of the company.
Adding a long term company employee or officer or attracting an individual whose primary qualification is that he/she has served on other boards is not necessarily the best answer for your company.
Click here for more info on recruiting Board Members
http://www.carltaylorco.com/html/board-of-directors.htm
Under category: Uncategorized | August 6th, 2010 | No Comments »
What does this mean? After you have specifically determined what you want in your open position, actively identify and attract appropriate candidates for the role. Do not wait and hope for the right person to come along. Passive recruiting requires an individual to respond to your need; thus, you are relying on that person to initiate the action. You do not have control of the recruiting process or the timing of the process, and you do not control who responds to your passive inquiries.
For more info on how to be a active recruiter, make sure you download my popular report:
Executive Search Services: Solutions or Problems? – Three Critical Questions to Answer in the Assessment of your Senior Level Recruitment Program
http://www.carltaylorco.com/html/report.htm
Under category: Uncategorized | August 2nd, 2010 | No Comments »
This sounds like a rather obvious comment, but it is surprising how many companies go into the marketplace looking for a key hire with no written position description or no discussion among the decision makers regarding what this new or replacement person will look like. The lack of a clear understanding and agreement regarding the position may lead to numerous problems, including:
- Disagreement among decision makers
- Longer search time to find the right candidate
- Frustration among candidates
- Negative impact on company’s image in the marketplace
- Possibly worst of all, hiring the wrong person
Under category: Uncategorized | July 28th, 2010 | No Comments »
A third case study from a long time client who has engaged our firm on many occasions to search for senior level positions which require different technical skills and industry experience. These assignments have included senior professionals in Financial Services serving the Public Sector, Civil Engineers serving the Water and Waste Water industry, and Engineers serving the Solid Waste industry.
Click here to read the case study.
Tags: case study, civil engineer, executive search, financial services, public sector, waste water industry
Under category: Uncategorized | June 20th, 2010 | 1 Comment »
Here is another case study in our series, and this assignment was for a Director of Client Services position. Even though this company had hired several individuals for similar roles, each regional director represented a unique search in a new market so they came to us for help.
Click here to read the case study.
Tags: case study, client services, executive search, hiring
Under category: Uncategorized | June 16th, 2010 | No Comments »
This is the first of a series of a few client case studies, the first one was the replacement of the retiring Vice President. It was critical for this company to make sure that we would identify and attract the best possible candidates and they Carl J. Taylor & Co. to assist us with the search for this important role.
Click here to read the case study.
Tags: case study, executive search, hiring
Under category: Uncategorized | June 11th, 2010 | No Comments »
Before starting Carl J. Taylor & Co., I had over ten years experience working in the management consulting profession. This experience “in the business” has given me a unique capability to successfully identify and attract top candidates for both large and small management consulting firms.
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Tags: executive search, hiring, management consultant, management consulting, professional services
Under category: Uncategorized | June 7th, 2010 | No Comments »
I just completed a search assignment for a 60+ year old employee owned company. The Board of Directors had determined that they needed to add a new director. As they made an assessment of the company’s marketplace and operations, they also took a close look at the experiences and skill sets of the Board. Like many companies in America today, the Board realized that the customers the company serves represent a wider variety of gender and ethnic backgrounds and similarly, the employees and management team of the company are not as homogeneous as they once were.
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Tags: diversity, leadership, recruiter, recruiting
Under category: Uncategorized | May 21st, 2010 | No Comments »
Recently I wrote a article about what I feel is the #1 recruiting myth when it comes to companies hiring an executive search firm to help them find top talent for their management team or board of directors.
Click here to read what it is.
Tags: executive search, hiring, management, recruiting
Under category: Uncategorized | May 4th, 2010 | No Comments »
I have done several search assignments to fill Board of Directors positions.
Here are some tips on what to consider and questions to ask when adding, or replacing, a member of your Board of Directors:
- Is your Board capable of addressing the strategic direction of the company and leading the company to the next level of success?
- Does your Board represent the current and future employees and customers of the company?
- Does your Board have the accounting, audit, and financial expertise to address the issues in today’s market?
- Is your Board addressing the diversity issues, including ethnic, gender, and even geographic, which represent critical elements of your company’s business environment?
- Does your Board include a variety of skill sets and viewpoints which will provide a broad range of opinions and approaches to problems?
Click here for more info on recruiting Board Members
Tags: board of directors, diversity, recruiting board members
Under category: Uncategorized | April 30th, 2010 | No Comments »
