Hi, I am looking for techniques on how to pick up and hire big positions like CEO, COO from multinational companies such as Hindustan Unilever, Procter and Gamble, and other multinational companies.
How can I obtain their contacts and approach them to offer job opportunities?
From Saudi Arabia, Jiddah
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How can I obtain their contacts and approach them to offer job opportunities?
From Saudi Arabia, Jiddah
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Hello Shareef,
I noticed your query, and my take on this is:
- MNCs normally promote from within, but in cases they don't, they prefer working with established multi-geo search firms over individual or smaller regional search firms. At that level, it is important for a search firm to have the right connections, the network that we often term the 'old boy' network, and the ability to connect with senior executives - the American term used to describe leadership in MNCs.
- Landing this mandate, even on a retainership model, is difficult. A Heidrick & Struggles, Korn/Ferry, Vedior, Randstad, etc., have insights into MNCs; they are well aware of early exits, moves in careers and, because of their ability to be 'clued in', enjoy a significant headstart. Moreover, their forte is the ability to hire leadership - they have exclusive teams that headhunt and follow the movements of executive-level employees across industries, verticals, etc.
And just so you know - important positions at tier 2 or 3 levels are often filled based on referrals from the 'old boy' network or from the faithful who follow mentors to important positions in organizations.
A good way to start in the executive search environment is to be employed for a couple of years with one of the aforementioned organizations, pick up the nuances, and understand the elements involved before moving out on your own.
But I must admit in all honesty - executive search is a different ballgame compared to temp or associate-level hiring. This is because you need to cater to a much senior mindset.
At this level, you'll need to host your candidate at your premises or at a locale conducive for you to build rapport, a long-term one, get them to open up on aspects of their current job, challenges, etc. They are going to be cautious when you approach them, they are going to practically interview you too, and they are going to be selective, rightly so, about if they want you to represent them in their professional lives.
I can go on and on, but if you decide to strike out on your own - I am presuming that's what you are looking for - then I'd like to wish you the best of luck!!!
Hope I was of some help.
Thanks,
Jay
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1I noticed your query, and my take on this is:
- MNCs normally promote from within, but in cases they don't, they prefer working with established multi-geo search firms over individual or smaller regional search firms. At that level, it is important for a search firm to have the right connections, the network that we often term the 'old boy' network, and the ability to connect with senior executives - the American term used to describe leadership in MNCs.
- Landing this mandate, even on a retainership model, is difficult. A Heidrick & Struggles, Korn/Ferry, Vedior, Randstad, etc., have insights into MNCs; they are well aware of early exits, moves in careers and, because of their ability to be 'clued in', enjoy a significant headstart. Moreover, their forte is the ability to hire leadership - they have exclusive teams that headhunt and follow the movements of executive-level employees across industries, verticals, etc.
And just so you know - important positions at tier 2 or 3 levels are often filled based on referrals from the 'old boy' network or from the faithful who follow mentors to important positions in organizations.
A good way to start in the executive search environment is to be employed for a couple of years with one of the aforementioned organizations, pick up the nuances, and understand the elements involved before moving out on your own.
But I must admit in all honesty - executive search is a different ballgame compared to temp or associate-level hiring. This is because you need to cater to a much senior mindset.
At this level, you'll need to host your candidate at your premises or at a locale conducive for you to build rapport, a long-term one, get them to open up on aspects of their current job, challenges, etc. They are going to be cautious when you approach them, they are going to practically interview you too, and they are going to be selective, rightly so, about if they want you to represent them in their professional lives.
I can go on and on, but if you decide to strike out on your own - I am presuming that's what you are looking for - then I'd like to wish you the best of luck!!!
Hope I was of some help.
Thanks,
Jay
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Hi Shareef,
Whatever Jay has mentioned is true when it comes to leadership hiring. If you are looking for venues where you may find people of such level, you can find them on professional/social networking sites like LinkedIn, Facebook, etc.
All the very best. Cheers, Chandrasekar
From India, Bangalore
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Whatever Jay has mentioned is true when it comes to leadership hiring. If you are looking for venues where you may find people of such level, you can find them on professional/social networking sites like LinkedIn, Facebook, etc.
All the very best. Cheers, Chandrasekar
From India, Bangalore
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