Virtual Employment: Don't Assume One Size Fits All
bedfordgroup.com

The COVID-19 crisis has changed, indelibly, our assumptions about leadership, the nature of work, what it means to be an employee, the hiring process and business travel/training. It has also shaken the very pillars of the so-called 'modern organisation'. When large numbers of employees are asked to work remotely we are redefining both the organisation's culture and what it means to be an organisation.

With today's challenge in mind, John Burdett outlines a simple workforce matrix to segment the work population and highlights five central questions that, as you come down the COVID-19 mountain, are worthy of reflection.

Read "Virtual Employment: Don't Assume One Size Fits All" leadership insights

Location, Location, Location - Not Anymore
linkedin.com

The pandemic has accelerated trends as nothing else could. We are experiencing a dramatic, systemic, and permanent change in many areas of life, particularly in our workforce. Chris Swan peers into the future to explore what we might expect:

  • The sweeping change of in-office employment
  • Impact on immigration and education
  • Leaders the future demands
  • The future is brighter than you think

Read "Location, Location, Location - Not Anymore" leadership insights

Recruitment Trends Shaping the Job Market in 2020
sladegroup.com.au

Anita Ziemer talks about recruitment and selection trends in 2020, the aftermath of the coronavirus pandemic, the economic downturn and how it's affecting the job market. Anita speaks candidly about her profession and how candidates can better work with recruiters. She gives job hunters inside tips, from understanding the mechanics of the recruitment and selection process to making your resume more effective, and your skills more easily noticed by the recruiter.

Read "Recruitment Trends Shaping the Job Market in 2020" leadership insights

Project: Core Strength
sladegroup.com.au

"It's no longer candidates who are nervous at interview; it's now hiring managers who are anxious about identifying the character traits they'll need to survive and thrive beyond the impact of COVID-19. This is as true for Boards and CEOs as it is for recruiters and line managers."

This study uncovers the employee attributes that will enable organisations to thrive in uncertain times.

Read "Project: Core Strength" leadership insights

The Now, The Next, and The New Normal
aesc.org

"It's important to take lessons out of this rather quickly. So, what can you learn out of this crisis? What can you do? How can you shape your solution? How can you shape your services? How can you shape the sale of your product? This is pretty much something that every single industry or every single client has to think about." - Ullrich Ackermann, Chair of the Board at TRANSEARCH.

Ullrich shares his views on dealing with the ever-evolving status of organisational life, with the AESC.

Read "The Now, The Next, and The New Normal" leadership insights

Where the interviewee is truly a top candidate both parties are being fully evaluated

Where the interviewee is truly a top candidate both parties are being fully evaluated. As a recruiter, there are candidate questions that you must know how to answer. Although by no means replete, in some ways, the 10 questions outlined are an acid test of how prepared you are for the turbulent talent management path that lies ahead.

10 candidate questions from "Great Candidates Ask Great Questions"

Insights from "Great Candidates Ask Great Questions" by John Burdett.


As passionate experts in the executive search and leadership consulting industry we build leadership teams for our clients every day. Learn more about TRANSEARCH International and our wide-ranging approach to leadership acquisition and management assessment.

Bringing on board great candidates draws on six fundamental hiring building blocks

Uncovering, informing, involving, inspiring and successfully bringing on board great candidates draws on six fundamental, hiring building blocks:

  1. A winning hiring value proposition. People do not join your organisation … they connect with your story.
  2. The means to define (measure) both the organisation culture you have and the culture you need. Successful recruitment is always strategic!
  3. A robust performance scorecard.
  4. The means to define the emerging role-specific leadership competencies.
  5. In that tomorrow's organisation will be a team of teams, the tools to measure and assess future team fit.
  6. An integration process that provides the structure, support and the tools to enable newly hired executives to take a leadership role in their own integration. Given the opportunity, leaders lead!

Insights from "Great Candidates Ask Great Questions" by John Burdett.


As passionate experts in the executive search and leadership consulting industry we build leadership teams for our clients every day. Learn more about TRANSEARCH International and our wide-ranging approach to leadership acquisition and management assessment.

Diversity, Equity and Inclusion 4.0
weforum.org

"Successful organisations are powered by the diverse opinions, skill sets and life experiences of their employees. To tap into the full potential of human diversity, organisations need to hire diverse talent and create an inclusive working culture underpinned by a fundamental sense of belonging, fairness and equity, enabling people to bring their 'full self' to work."

Read "Diversity, Equity and Inclusion 4.0" leadership insights

Seven Surprises for New CEOs
hbr.org

Leadership is fickle. As you climb the corporate ladder your role changes. When you lead a department you are expected to give orders. People look for leadership. When you lead a division you are expected to empower middle management. People look for guidance. When you become the CEO of a company you become a servant leader. People look for inspiration. Reaching the pinnacle role of a CEO is every graduate's dream, but when you finally arrive you have too much to do, with too little time and too little information. Moreover, you become a public figure and vulnerable to critique. Not everybody wears the armor to withstand such forces.

The findings of Harvard Business Review published in 2004 still seem relevant in 2020. Here are 7 surprises that new CEOs discovered when entering office:

  1. You can't run the company
  2. Giving orders is very costly
  3. It is hard to know what is really going on
  4. You are always sending a message
  5. You are not the boss
  6. Pleasing shareholders is not the goal
  7. You are still only human

Published by Michael E. Porter, Jay W. Lorsch and Nitin Nohria
From the October 2004 Issue

Summary by Geo Wehry, Senior Partner at TRANSEARCH, originally published on LinkedIn here.

Read "Seven Surprises for New CEOs" leadership insights

Our teams use our proprietary Orxestra® methodology to assess "the DNA" of an organisation and calibrate fit

A familiar scene… A company's hiring committee sits around the boardroom table, discussing the recruitment of a new CFO. Somebody declares "this new CFO has to be strategic." Somebody else adds "they must be results-oriented." Everybody nods in agreement.

However, nobody actually knows what strategic and results-oriented mean in real terms for this CFO, let alone how to screen and compare candidates appropriately. In all likelihood, each term has been interpreted differently by members of the hiring committee.

Our teams use our proprietary Orxestra® methodology to assess "the DNA" of an organisation and calibrate fit. Orxestra® enables our teams to evaluate talent in a meaningful way that is directly linked to the personality of your organisation.

The results have been dramatic - better short-lists, highly engaged candidates, stronger chemistry during interviews, and seamless onboarding. Orxestra® not only significantly reduces the risk of a mis-hire, but leaders screened using our methodology tend to have longer and more successful careers than those hired through a traditional process.

Insights from "Orxestra® Method" by TRANSEARCH USA.


As passionate experts in the executive search and leadership consulting industry we build leadership teams for our clients every day. Learn more about TRANSEARCH International and our wide-ranging approach to leadership acquisition and management assessment.