Download PDF by Jospeh McCool: Deciding Who Leads: How Executive Recruiters Drive, Direct,
By Jospeh McCool
ISBN-10: 0891062467
ISBN-13: 9780891062462
Joe McCool has written the all time guidebook for a way to take advantage of and leverage govt recruiters. Written as a professional, McCool covers all key issues with directly candor and transparent phrases, with precise concentrate on the way to make your govt recruiter paintings on your top curiosity, ongoing. Sections at the precise rate of a foul government rent, the intersection of seek and onboarding, and seek because the key to management range are in particular enlightening, rounded out by way of ultimate chapters on easy methods to have interaction seek experts and top practices for senior administration recruiting. McCool has vastly enriched the occupation of these who rent, who've been lengthy under-served in regards to the tips and coaching they have got.
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Additional resources for Deciding Who Leads: How Executive Recruiters Drive, Direct, and Disrupt the Global Search for Leadership Talent
Sample text
The rewards of executive recruiting excellence are undoubtedly worth the risks, but, as with the dangerous ascent of any Himalayan peak, experience matters and a single misstep can lead to disaster. “By far the best proof is experience,” the English author and philosopher Francis Bacon (1561–1626) said. And that’s precisely why the experience, skill, and intuition of their guide for the journey that is the executive search process means so much to corporate employers. 28 REENGINEERING EXECUTIVE SEARCH AND MANAGEMENT SUCCESSION Consider the case of the beekeeper from New Zealand who, on May 29, 1953, made history when he reached the summit of Mount Everest, the world’s tallest peak, some 8,848 meters or 29,035 feet above sea level.
That’s because a bad executive hire comes at the cost of a substantial multiple of first-year compensation, the dollar figure that serves as the basis for executive search consultants’ fee calculations. Many candidates who agree to engage in the executive talent assessment and selection process—and whom I have heard described as “contestants”—are confused about what they are getting into. ” As a result, some bring inflated expectations to the process, while others become emotionally overinvested in it and thus risk doing their careers (and themselves) serious harm.
It also demands more than just recruiting know-how. It requires recruiters who are also consultants capable of evaluating an organization’s talent mapping to determine what external human assets may be needed. And that requires sufficient objectivity to decide when a need can be fulfilled through referrals and when an executive search firm is best positioned to drive the search for new leadership. 18 THE GLOBAL WAR FOR EXECUTIVE TALENT The executive search business has been a global enterprise since its emergence from the world’s largest management consulting firms in the early twentieth century.
Deciding Who Leads: How Executive Recruiters Drive, Direct, and Disrupt the Global Search for Leadership Talent by Jospeh McCool
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