5 Steps to Close the Workaround Gap

5 Steps to Close the Workaround Gap - Why Growing Companies need to invest in Finance Transformation.

Download Katya Forsyth’s Keynote from the Microsoft Unbound Conference from February 26, 2020. Topics discussed include:

• Are you addicted to Quick Fixes?
• Does your company play the Blame Game
• How to use your Pain Points to solve problems

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Meyer Recruiter Life

Recruiter Life - Meyer Lallouz

Recruiter Life - Meyer Lallouz


In this episode of Recruiter Lifeour Senior Director, Project & Interim Meyer Lallouz shares his journey as a recruiter. The following transcription reflects the video above.


My name is Meyer and I support the growth of Clarity's consulting division. Our consulting division here at Clarity focuses on working specifically with leaders of finance teams to help them deliver on certain projects and initiatives related to their finance function.

What is the state of the recruitment industry?

Well, I think unfortunately that in many ways the recruitment industry has forgotten that it is a service-oriented industry. When I'm chatting with new prospective clients or even existing clients, they are telling me that their experience with current or past agencies is that they received this stack of resumes and then they have to do all the work. The point of you know, using a specialized firm like Clarity, is that by the time you get to the interview stages, all that heavy lifting should be done.

"...The recruitment industry has forgotten that it is a service-oriented industry."

There should be no questions around the types of the person you're going to be meeting or the profiles that were presented. It's just a matter of well, who can I spend you know half my day and you know half my career with right? So I think that is where unfortunately the state of the industry is a little bit flawed right now and that it's forgotten that it's a customer-focused industry.

How do you structure your day?

The way that I find success in my role, you know, I think the early bird gets the worm in this industry. There's a lot of companies that do what we do and instead of doing all my research during the confines of nine to five when you know traditionally, you should be working, right. I like to come in a little earlier, do my research at around eight, build up a list of who my perspective calls are going to be for the day who my follow-ups are going to be for the day and then I like to focus on having my meetings in the afternoon.

"I think the early bird gets the worm in this industry..." 

So I can attribute my entire morning dedicated to helping grow the business here at Clarity and prospecting new clients and new positions and you know new opportunities for Clarity to acquire business and then I like to manage all my existing relationships by going out on meetings in the afternoons. At the end of the day, that's where I like to do a lot of my follow-ups, but I think it's really important to have a structured day in the sense, whether you do your business development in the morning or later in the day that you have some time set aside for each and that you're not spending those blocks doing the research. You're doing that beforehand, whether it's the night before or the morning of.

What is your process like?

So when I am engaging a client on a search, I like to treat it like a project and create a project plan with them dating back from an absolute, you know hard set start date, right? So, I will get this date from said client, usually, we like to give six to eight weeks on a search, that's if it would be on a permanent search and dating back from that date on when they need to start, we're able to work backwards. What it's able to do, it's able to help create a lot more commitment from the client in terms of just communication in general when the interviews are expected to occur, and when a decision is going to be made.

Ultimately what it also does is it helps the candidate feel more comfortable in terms of when they can expect to receive updates when their interviews are supposed to be scheduled for and ultimately if they are successful when they should be given a notice. If you're in a role and you know, you're actively interviewing for something else the most stressful thing we find in candidates is how to make the time to interview elsewhere when you're already in a current position. So by having a project plan for both the client and the candidates, this helps them take the necessary time off and steps and creates just ownership and commitment on both parties.

Identifying the right candidate as a recruiter

Here at Clarity, we actually do have a tool that we developed in-house that helps us identify the right fit. Obviously, there's always going to be a set of what-ifs and you know, there will never be a perfect science to this. But what we've done is we've created a tool that will help us mitigate the risks of sending someone who isn't a fit to our clients.

What Luma-Fi helps us do is create a set of questions specific to a job frame, or specific to a certain project that the client needs to deliver. Then it creates a set of questions that the candidates need to answer against in their own words. So, this tool essentially helps us with that screening process and goes a long way.

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Clarity is a recruitment agency specializing in the placement of designated Accountants and Finance professionals in the GTA and Vancouver. Our mission is to improve decision-making in hiring by investing in behavioural science and hiring technology. We specialize in Project & Interim Resourcing, Permanent Search and Executive Search and recruit Finance and Accounting Executives for growth companies. We are a tenured team of successful recruiters who have worked in the major industries across Toronto and Vancouver. info@findingclarity.ca.

Follow us on LinkedIn for updates, job postings and more. 


The evolution of executive search technology

The Evolution of Executive Search Technology

The Evolution of Executive Search Technology

The evolution of executive search technologyThe role of a financial executive has shifted over the years, and today, the modern CFO wears many hats. Just as the role has evolved, the way companies recruit financial executives has evolved. 

Even the way executive searches are conducted has seen a lot of growth over the years. C-level executives of growth companies are consulting executive search firms with new executive search technology to reduce risk and to find a qualified finance leader to drive their company.

 

The Evolution of Executive Search

Source: forbes.com

How has the executive search market evolved in the past decade?

Disruption within the digital economy has led to the creation of leadership roles within various sectors. However, these roles did not exist before so you need a good tool to search for talent with a complex set of skills and competencies. For example, a chief data officer or chief IoT position requires a versatile background in enterprise data architecture, data quality and governance, business strategy and business regulation compliance. More recruiters are depending on their technology and historical data when looking for candidates to fit these new roles that require such an intricate set of skills.

Joe Chappell, managing director, global marketing and communications at Association of Executive Search and Leadership Consultants, adds, “Technology has impacted every aspect of search especially in finding top talent and assessment. Current assessment techniques are more sophisticated with a suite of technology-based tools combined with in-depth interviewing, role-playing, case studies and situational responses evaluated by seasoned experts.”

He continues: “Clients are now looking to search firms as strategic advisors who provide counsel on a broader basis, including assessing leadership teams, advising boards on their effectiveness, succession planning and culture shaping. The profession, just as the industries it serves, now requires much more agility. In a fast-paced, ever-shifting business climate accelerated by technology, we have to be at the forefront to best serve our clients with expert advice and insights.”

In addition, new regulations, such as GDPR and U.S. compensation history laws, have imposed steep penalties that could devastate your recruitment business. You can learn more about how these laws could affect your business here. To ensure compliance, we recommend establishing a clear plan for your team and technology. If you have questions about how to comply with these regulations, seek legal advice and reach out to your technology provider. It's important to actively work to navigate these regulations and achieve compliance in your data management.

How are search firms developing services beyond traditional executive search?

Our clients are beginning to expand upon their service offerings, especially in the area of executive assessment. Many firms bundle the offerings as part of their recruitment process to ensure they find the best possible fit for a senior leadership role. The goal is to help the client enhance their talent selection, aid in the candidate’s development post-job acceptance and potentially work with the client when it comes to building a succession plan for the future.

Read more.

 

Clarity Executive Search Technology

Finance executives play a unique role in a growth company, and it takes a unique executive search to generate qualified candidates. At Clarity, we use a combination of behavioural science and predictive technology to identify candidates with the right motivations and fit for the role.

Our proprietary predictive technology is used to target, engage and compare candidates. Technology allows us to conduct a thorough executive search so you can feel confident in your hiring decision.

Learn more about executive search today.

__________

Clarity is a recruitment agency specializing in the placement of designated Accountants and Finance professionals in the GTA and Vancouver. Our mission is to improve decision-making in hiring by investing in behavioural science and hiring technology. We specialize in Project & Interim Resourcing, Permanent Search and Executive Search and recruit Finance and Accounting Executives for growth companies. We are a tenured team of successful recruiters who have worked in the major industries across Toronto and Vancouver. info@findingclarity.ca.

Follow us on LinkedIn for updates, job postings and more. 


Leveraging Executive Search To Find Your Next Finance Leader

Leveraging Executive Search To Find Your Next Finance Leader

Leveraging Executive Search To Find Your Next Finance Leader

Leveraging Executive Search To Find Your Next Finance LeaderToday’s Chief Executive Officer is a key player in any growing company. Gone are the days of the CFO role being all about books, compliance and financial reporting. Companies now need a CFO who can wear multiple hats and who can prioritize, transform and deliver.

Finding the right CFO with the right skills can be risky business. For that reason, growth companies need powerful technology to find qualified candidates and enable the right hiring decision. Executive search does just that.

Here’s more about the type of leader you need one your executive team and how to find your next CFO.

The CFO Of the Future (No, They Are Not Just the Finance Guy”)

Source: entrepreneur

All competent businesses have competent chief financial officers (CFOs). Indeed, it is difficult to envision any serious business venture -startup, local corporate, or multinational- without a CFO at the helm, spearheading value creation, strategy development, and, of course, financial reporting. A brief survey of history, however, reveals that the spirit of the CFO is, quite likely, still in its infancy. The birth, so to speak, of the CFO position can be traced back to as recently as the 1960s, following which it has experienced a drastic flux in terms of duties and responsibilities.

We, at Michael Page, have had front-row seats in witnessing the CFO’s evolution from a back-office bookkeeper to a strategic, tech savvy business partner. As the demands of business have grown with heightened competition, access to education and technology, and global connectedness, so have the number of hats worn by the CFO, who was initially a finance manager, or, more generically, a “finance guy.”

Gone are the days of the rigid job description entailing budgeting, book-keeping, and tax reporting. Today’s CFO is, among others, a leader, a trusted advisor to senior executives, a systems and operations expert, a master negotiator, and a technical specialist. The expansion of the CFO’s scale and scope remains underway, presenting a host of challenges and, naturally, opportunities for the modern-day business.

How best to tackle the challenges and appreciate the opportunities at hand? Enter Michael Page’s CFO and Financial Leadership Insights report. The culmination of extensive primary research by way of surveying top global CFOs and industry experts, our Insights report adds concreteness to the sometimes “fuzzy” nature of the modern CFO’s job description. Our analysis sheds light on four broad ideals the best CFOs must personify in dealing with new-age business issues such as compliance, technological disruption, talent management, and cybersecurity.

These ideals are, in no particular order, that of Coach, Pilot, Scientist, and Engineer. As a Coach, the CFO must project strong leadership and mentorship to motivate their troops. As a Pilot, the same CFO must align policies and strategy in order to navigate turbulent markets. The Scientist within the CFO must guide their organization to the bleeding edge, whilst the Engineer develops feasible solutions across the business to achieve business goals at all horizons. We find, and indeed agree, that the top CFOs must not only rigorously master each ideal, but also diplomatically prioritize between them on a circumstantial basis.

In a similar manner, the top business issues identified by our CFO network are interconnected. In fact, this interconnectedness is exponentiated by the ideal chosen -Coach, Pilot, Scientist, or Engineer- when evaluating a problem. Resultant solutions, again, are fluid and related.

Consider the issue of compliance. Studies by Thomas Risk Management, a U.S-based insurance firm, reveal that a fresh regulatory alert occurs every 12 minutes within a business. 2018 heralded a complete rethink of user data compliance with the European Union’s introduction of the General Data Protection Regulation (GDPR). At first glance, the impact of the GDPR was a seemingly trivial surge in privacy policy update e-mails by companies. Behind the scenes, however, their respective CFOs spent many months tinkering with updated data warehousing systems as Scientists, managed expectations across all levels of their firms as Coaches, and executed feasible implementations to maintain compliance as Engineers, with a strategic, birds-eye perspective as Pilots.

Cybersecurity -once a buzzword within academia and industry- is now a household term demanding attention across all units of society. By some estimates, north of a million cybersecurity attacks occur globally every day. WannaCry remains fresh in our memories as a ransomware that almost instantaneously plagued entities across 150 countries last year. Needless to say, businesses must fortify their armor. Surely, the CFO mustn’t be responsible! On the contrary, the Scientists within our research group strongly expressed the importance of IT skills; the Coaches focusing on providing related training across the board. The Pilot sees a warning light while relaxing in their metaphorical cockpit, immediately tasking the Engineer with securing the business’ digital assets. A task for a team of experts- who also happen to be key characters assumed by the same person! At this juncture in our discussion of deeply detailed, technical matters, it is instructive to take a step back, and appreciate the value of optimality in operations: not too much, and surely not too little.

“Information overload,” perhaps one of the severest problems faced by society at large, was first introduced as a concept by the philosopher Denis Diderot in 1755. Nearly three centuries later, our CFO respondents, such as Philippe de Briey (EU CFO, Monsanto), posit that time-consuming, transactional aspects of finance and business in general be automated, freeing up resources for strategizing by the Pilot, and soft skills development by the Coach. Ryan Mangold (CFO, Taylor Wimpey) interestingly claims that “the soft skills of the CFO are ultimately more important than the technology,” and rightfully so. The Pilot needs to negotiate high-level matters, whilst the Coach nurtures their teams to eventually do the same; though “they” would be greatly hindered without the laborious systems implementation by the Scientist and the Engineer. Thus, the modern-day CFO is tasked with the rather elusive goal of developing granular data streams and encouraging their analysis within a perspective prioritizing commercial feasibility and broader business objectives.

Read more.

CFO Executive Search 

The modern CFO can offer powerful insights to drive the direction of a growing company. These growth companies need to invest in the right executive search to place a true leader in their organization.

Learn more about specialized finance executive search today.

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Clarity is a recruitment agency specializing in the placement of designated Accountants and Finance professionals in the GTA and Vancouver. Our mission is to improve decision-making in hiring by investing in behavioural science and hiring technology. We specialize in Project & Interim Resourcing, Permanent Search and Executive Search and recruit Finance and Accounting Executives for growth companies. We are a tenured team of successful recruiters who have worked in the major industries across Toronto and Vancouver. info@findingclarity.ca.

Follow us on LinkedIn for updates, job postings and more. 


Make Executive Search Part of Your Employee Retention Strategy

Make Executive Search Part of Your Employee Retention Strategy

Make executive search part of your employee retention strategy.

Why is employee retention so important? For a growing company, each individual part of the company is a crucial component. That means each employee plays an important role in working the machine and driving the company to grow.

Building a company of engaged employees starts at the beginning. Making smart hiring decisions by way of executive search can help mitigate the risk that goes along with new hires, and ultimately ensure your team is thinking long-term.

Here are some things to consider when you build an employee retention strategy.

The Best Features of a High-Performance Engagement and Retention Strategy

Source: cakehr.co

For much of the past decade, HR departments everywhere in the world have been dealing with an unprecedented challenge. That challenge is keeping their talent pipelines full despite historically low unemployment rates. In such a hiring environment, businesses no longer have the upper hand, and job-hopping has become the new normal.

At the same time, businesses of all kinds have started to struggle with employee engagement. It’s an issue that has compounded the difficulty already created by a tight labor market. Some businesses have turned inward to try and figure out where the problem is coming from. The reality, however, is that poor employee engagement is a common problem in every industry, despite the many attempts made to improve it.

In truth, these two factors are inextricably linked. Employees are likely to leave for another job if they’re not engaged in their current position – and the tight labor market makes it easier than ever for them to do so. Fixing the problem requires a systemic approach that changes the whole equation for employees, providing incentives to stay when the labor environment gives them every reason to leave.

Making this happen requires HR departments to create and effect a comprehensive employee engagement and retention plan. It must result in nothing short of a complete cultural shift throughout the organization to achieve the desired results. Here’s a top-to-bottom look at the best features of a high-performance employee engagement and retention strategy that every business should consider putting into action right away.

Begin With the Right Metrics

One of the greatest mistakes the majority of employee engagement and retention initiatives make is a failure to create the right data collection infrastructure before making changes to existing procedures and policies. Without the right metrics to guide them, HR departments tend to make changes that conform to industry expectations rather than to the reality of their own organizations.

Although the specifics of what’s needed will vary from company to company, the essential metrics to track are:

  • Employee development
  • Job satisfaction
  • Employer perception
  • Co-worker relationships
  • Employee health
  • Communication effectiveness

Offer a Complete Employee Development Program

As it turns out, there’s a reason that employee development was the first metric listed above. It’s because employee development is one of the biggest keys to employee engagement and retention. It’s so important that a recent survey found that an astounding 94% of employees would remain with their current company if it invested in their career. That number alone should be enough for any business to justify whatever spending is necessary to create a comprehensive employee development program.

The best way to do this is to adopt a blended approach that offers learning opportunities in a variety of formats. To start with, a tuition reimbursement program gives employees the option of learning on their own time and through the medium of their choice. It’s flexible, generous, and a great retention tool. A good program won’t stop there, though. It should also create at-work opportunities for growth.

That means creating time within the work schedule to allow for training activities and online coursework. The first step is to get buy-in from managers throughout the organization who will be at the front lines of the policy. It should be made clear that employee development is a business goal that everyone should work toward. If possible, managers should have a say in which types of skill development would be most valuable to their group.

When there’s a clear picture of what kind of development is required, a good next step is to partner with an online learning platform that offers the needed coursework. Today, there are online courses available to suit every need, including a variety of human resources courses so those crafting and managing the program won’t be left out. It’s even possible for businesses with sufficient resources to craft their own custom coursework using one of the many business-oriented online learning platforms.

The bottom line is that there’s no longer an excuse for any company to not make employee development a core part of their engagement and retention plans. And with the statistics proving how valuable such an effort is, it’s tantamount to business malpractice not to.

Take Steps to Improve Communication

Judging by the vast majority of studies on employee engagement, there are few things that sap morale faster than poor communications. More often than not, employees feel disengaged due to their perception of their on-the-job reality, rather than on what’s actually going on around them. The key to fixing that problem is to provide the tools necessary for effective, transparent communication at all levels.

Read more.

Employee Retention for Growing Companies

Another area that can play into a company’s employee retention strategy is company culture development and employee engagement. Building a company culture that encourages communication and growth, and recognizes employees for their contributions is a way to prove how valued employees are within the company.

For growing companies especially, retaining quality employees is crucial for the growth formula. Loyal employees who want to see the company grow, will help the company grow. With shortages of skilled workers in the labour force, retaining quality employees ensures you always have the talent you need to grow.

Finding Quality Executive Talent with Executive Search

When you think about employee retention strategy, it should include, and focus on, your executive team as well. Make executive search part of your strategy. Clarity Executive Search specializes in finding the right Finance Executive for growing companies.

Using our predictive technology and behavioural science to ensure you make successful hiring decisions. Start your executive search today.

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Clarity is a recruitment agency specializing in the placement of designated Accountants and Finance professionals in the GTA and Vancouver. Our mission is to improve decision-making in hiring by investing in behavioural science and hiring technology. We specialize in Project & Interim Resourcing, Permanent Search and Executive Search and recruit Finance and Accounting Executives for growth companies. We are a tenured team of successful recruiters who have worked in the major industries across Toronto and Vancouver. info@findingclarity.ca.

Follow us on LinkedIn for updates, job postings and more. 


Here’s How Executive Search Can Generate A Multifaceted CFO

Here’s How Executive Search Can Generate A Multifaceted CFO

How executive search can generate a multifaceted cfo, clarity recruitment.

The modern CFO is multifaceted. Each facet of a financial executive is crucial to the success of a growing company, which means you need to hire the right person who can fulfill each complex facet. A strategic executive search looks for candidates who provide value in each pillar of the role, and finds the right candidate to meet your unique company needs.

Here’s a closer look at the role of a Chief Financial Officer today.

The Four Faces of the CFO

Source: channels.com

Some leaders are born, some leaders are made, and others — well, they haven’t got the time to categorize their own transformation. They just know what needs to happen.

Such is the case with modern-day CFOs, who may have begun corporate life as Clark Kent, but are now progressing toward more closely resembling the mild-mannered reporter’s high-flying alter ego. Unlike Superman, however, finance executives aren’t rescuing trapped strangers from the threat of oncoming locomotives. Instead, they are applying their financial muscle to not just ensuring that the business protects its vital assets, but to also shaping a strategic direction that will drive long-term performance.

It’s often not a natural transformation, nor is it a complete one. CFOs don’t have the luxury of shedding their existing responsibilities; the company’s core finance tasks remain as vital as ever. But they must also find a way to transcend their number-crunching origins, rising to meet company-wide concerns. Their increased clout, fueled by better forecasting, improved risk mitigation and actionable business insight, requires that they play leadership roles, driving the urgent need for change across the entire enterprise.

To successfully fulfill their roles as companywide catalysts, finance executives need to elevate their thinking, constructing a solid strategic context from which they can make decisions about where best to investment for growth and how to effectively align with other senior executives to drive and execute corporate strategy. From process improvements to innovation initiatives, CFOs must discipline themselves to scrutinize every activity through the lens of what will add value to the company. It’s up to them to look for innovative methods for measuring progress and for providing data that will support management decision-making.

Executing such initiatives represents a departure from the other roles that CFOs occupy. As “stewards,” CFOs focus on managing risk, overseeing accounting practices and preserving assets; as “operators,” they take responsibility for maintaining an effective and efficient finance function; and as “strategists” they frame the plans and align the resources that will drive future performance. In their guise as “catalysts,” however, CFOs are much less strictly analytical; they are leaders who actively work to push the company to reach a higher level of performance.

The obstacles to providing such leadership are plentiful, ranging from the volatility in customer behavior that routinely upends priorities to the growing complexity that can obscure visibility into corporate performance. But as they demonstrate their capabilities across a range of strategic areas, CFOs have earned themselves a platform from which to lead the charge toward transformation. With a capable team around them, they can focus their abilities on bulking up the leadership tools they have already flexed, sharing insights and overcoming organizational resistance. By upgrading technology and nurturing partnerships with other members of the management team, they can move beyond their supporting role of aligning finance processes with corporate strategy.

As strategic thinkers—with the ability to focus on delivering results—finance executives may not rank with superheroes. Still, they are increasingly valuable. With their broad perspective and their capability to engage in enterprise-wide transformation projects, there’s no telling how many times a CFO-turned-catalyst may rescue the company from making mistakes.

Read more.

 

An Executive Search Strategy To Find Your Next CFO

The Clarity Recruitment executive search strategy leverages insights around behavioural science in hiring and our own Lumi-Fi technology to place financial executives and set growth companies up for long-term success. If you are in search of the right CFO, we can help. 

Learn more about finding a finance leader for your next stage of growth.

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Clarity is a recruitment agency specializing in the placement of designated Accountants and Finance professionals in the GTA and Vancouver. Our mission is to improve decision-making in hiring by investing in behavioural science and hiring technology. We specialize in Project & Interim Resourcing, Permanent Search and Executive Search and recruit Finance and Accounting Executives for growth companies. We are a tenured team of successful recruiters who have worked in the major industries across Toronto and Vancouver. info@findingclarity.ca.

Follow us on LinkedIn for updates, job postings and more. 


A Step-By-Step Look at the Executive Search Process

A Step-By-Step Look at the Executive Search Process

How executive search can generate a multifaceted CFO, clarity recruitment.

When you set out to find a financial executive for your company, like any other business decision, you should make sure you have a sound strategy in place. That means using the expertise of an executive search firm and leveraging their tools to and find the best candidates for the job.

One executive search recruiter outlined how an executive search is done and the strategy involved.

Executive Search 101: Back to Basics

Source: huntscanlon.com

The executive search firm sets out by meeting with the hiring executive and relevant stakeholders to discuss the requirements for the role. The meetings often include board members, members of the senior executive team, peers and subordinates. “These meetings enable the search firm to gather important information about the requirements of the role,” said Ms. Bradford. “More importantly, the search partner witnesses first-hand the management style and corporate culture, which are essential to understanding what makes someone successful at the company.”

Creating Position and Candidate Specification

The search firm then drafts a description of the position, detailing its reporting relationships, responsibilities and objectives. The candidate specification details core competencies, preferred experience and soft skills — the personal qualities that are sought in the ideal candidate.

“The document serves as a touchstone, defining all the requirements of the role, preventing searches from veering off course,” Ms. Bradford said. “Once the client approves the document, it is used as a marketing tool with candidates.”

Setting Research Strategy

The search team develops a strategy targeting companies most likely to yield a successful candidate, including the initial list of target companies. “The strategy considers the level and scope of comparable roles as well as other key data points: office location, corporate culture and each company’s ranking,” said Ms. Bradford. “Companies that are off-limits are also delineated — companies out of which the firm will not recruit due to sensitive client relationships or because the firm has client blockage.”

She also said that using the strategy as a blueprint, the search team conducts original research to identify and profile idea candidates, mapping the reporting relationships and often building out org charts of target teams. “Traditional search firms usually do most of the research online,” Ms. Bradford said. “The search firm will also query its own candidate database, proprietary information services and social networks such as LinkedIn to yield prospective candidates.”

Querying Sources & Qualifying Prospects

Search firms sound their network of sources for candidate referrals and calibrations. Sources include journalists, professional associations and other relevant groups. Prospects that meet the requirements of the role are added to the initial list of prospects.

“The search team contacts prospective candidates to determine whether they meet the primary requirements of the role and gathers details on the candidate’s motivations — what it would take for that candidate to make a move to a new company,” said Ms. Bradford. “The search team reviews the list of qualified, interested prospects to determine whether more research is necessary or whether it is time to schedule in-depth interviews.”

Writing Candidate Profile & Interviewing Prospects

The search consultant interviews and evaluates top prospective candidates in a deep-dive interview that steps through the career history. “The executive search partner evaluates the candidate against the candidate specification through in-depth, in-person or video-conference interviews,” Ms. Bradford said. “Taking great care not to jeopardize candidate confidentiality, search firms pre-reference candidates whenever possible to verify past performance and essential soft skills. Those who are not a fit are closed out.”

“For those candidates the search firm presents to the client, they prepare a written candidate profile, a report that details the candidate’s education, career history, honors and awards as well as an analysis and appraisal of the candidate strengths and weaknesses and appropriateness for the position,” she said. “The report also highlights any key motivators, issues, and deal-making details essential to closing the candidate.”

Presenting Candidates & Scheduling Client Interviews

The search firm presents candidates at regular progress meetings. “Working closely with the client, the list is refined to a slate of three to six strong contenders for the client to meet,” Ms. Bradford said. “Client-candidate meetings are then scheduled. Client interviews of the candidates scheduled to winnow selection down the two or three finalists. Those that are eliminated are closed out.”

Checking References

The search team checks the candidate’s references, contacting the contacts provided by the candidate as well as other sources available to the firm. “The team makes every effort to ensure discretion and confidentiality,” said Ms. Bradford. “Verification of employment and academic credentials is often performed by third-party services. It is the consultant’s responsibility to ensure that such checks have been conducted.”

Extending the Offer & Closing the Search

When a final candidate is selected, the search consultant works closely with the client and candidate to position the offer with the candidate, and to negotiate a package that is agreeable to both parties. “The search team closes the candidate when the executive accepts the offer, agreeing to join the company,” Ms. Bradford said. “The search firm then closes out the engagement by thanking those involved for a successful outcome.”

Read more.

 

Executive Search Strategy

When your company partners with an executive search firm, it’s important that you know about their unique executive search strategy so you can move forward with confidence.

At Clarity Recruitment, we go beyond the job description. We use predictive technology to match skills, strengths and motivations of the best candidates to your unique situation.Learn more about our proven approach to executive search recruiting.

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Clarity is a recruitment agency specializing in the placement of designated Accountants and Finance professionals in the GTA and Vancouver. Our mission is to improve decision-making in hiring by investing in behavioural science and hiring technology. We specialize in Project & Interim Resourcing, Permanent Search and Executive Search and recruit Finance and Accounting Executives for growth companies. We are a tenured team of successful recruiters who have worked in the major industries across Toronto and Vancouver. info@findingclarity.ca.

Follow us on LinkedIn for updates, job postings and more. 


8 Ways an Executive Search Firm Can Help You Find the Right Leader

8 Ways an Executive Search Firm Can Help You Find the Right Leader

C-level executives understand the risks that go along with hiring a finance executive. It’s a crucial role in any company, but especially essential in a growing company. The role needs to be filled with the right skills and the right fit for the company. In fact, attracting and retaining the right talent for such an important role is a major pain point for most CEOs. Executive Search is a pivotal recruiting solution CEOs need in their toolbelt to ensure long-term hiring success.

Eight Questions To Consider Before Selecting An Executive Search Firm

Source: forbes.com

1. How deep is their access? Core to the value of executive search firms is their ability to interest and engage top candidates who are successful and satisfied in their current roles. Experienced executive search advisors will have access to the highest-performing leaders within an industry. These candidates are concerned about confidentiality, and trust is essential. They are not willing to risk a leak that could negatively impact their current role or the firm they lead. These candidates are typically more comfortable with an outside advisor who is not part of the hiring organization, providing the executive candidate a more comfortable relationship to explore a potential new opportunity on a discreet basis.

2. Will they ensure confidentiality? Trust is not only critical to the candidate, but it is also critical to the client organization. High-performing organizations cannot afford to risk either internal or external uncertainty about a CEO or highly influential executive’s standing or tenure within a company. Any perceived uncertainty can have a profound negative impact on the internal organizational culture and the external brand, and can reduce confidence among customers, shareholders and other stakeholders. An ethical search firm will ensure that a search will be held in the most confidential and discreet manner.

3. Will they be objective? Business leaders seek external counsel and strategic advice often because they are too close to the action themselves and seek other angles. A quality executive search consultant will bring depth and breadth of experience — beyond one firm, one industry, one market and even one position. This experience can be invaluable in terms of providing objectivity and bringing strategic expertise about the marketplace to the table. They understand talent availability, trends in terms of new requirements of functional leaders, the qualities required when transformation is essential and so much more. The right firm will help clients envision new possibilities and uncover pain points, with empathy and from the perspective of experience.

4. Can they help you attract the best? With a quest for innovation, there is an increased demand to attract a diverse slate of top executive candidates who can deliver fresh perspectives to the hiring organization. Quality executive search firms understand this priority and have focused on expanding their own networks beyond the “usual suspects” to identify top talent. Quality advisors will be able to have direct and sometimes difficult conversations with their clients about their own employer brand and desirability as a destination for leaders. Today, high-potential, high-demand talent have many options and are highly selective. They want to be sure they are making a move to an organization where there is a strong culture fit and where they are most likely to succeed.

5. Do they have the expertise? A quality executive search consultant will have an experience-backed understanding of the market, the industry and the evolution of key functional leadership roles. These trends are critical in the search for not only the leaders of today, but those who can lead an organization through transformation for the future. With changing requirements, often it is essential to not only look for talent within an industry, but outside the industry. This is where years of experience and understanding how to assess for learning agility become critical.

6. What are their assessment capabilities? As a trusted advisor, a quality executive search consultant will take their deep knowledge of the industry, the organization and the role and assess candidates against these requirements to ensure that a candidate not only looks good on paper, but will be the right leader for the organization and its strategic focus. The unique advantage an outside trusted advisor can bring to this process are the years of experience across markets, industries and functions, combining the art and the science of assessment to this critical process — beginning with a preliminary assessment and then getting much more in depth with the finalist candidates.

7. Will they help you prepare for succession? Organizations that think beyond “today” also understand the critical need to think about the leaders for tomorrow, both internally and externally. This is the time when organizations take a hard look at the next generation of leaders and ensure that they are developing a diverse group of leaders for the future. Quality executive search firms will bring their talent assessment and marketplace expertise to this critical process to help CEOs, boards and the broader C-suite build a high-performance leadership team both for today and tomorrow.

8. Can they minimize risk? Highly qualified executive search consultants reduce the risk of making the wrong hire. The risks associated with an unsuccessful hire can be catastrophic. The selection of the right trusted advisor ensures that the entire process is a success.

Read more.

Executive Search & CFO Recruitment

You want to ensure you hire the right CFO to position your company for long-term success. We want to help you do that. At Clarity Recruitment, we specialize in finance and accounting recruitment. Our executive search is backed by behavioural science and advanced screening to predict a candidate’s on-the-job success. Start your executive search today.

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Clarity is a recruitment agency specializing in the placement of designated Accountants and Finance professionals in the GTA and Vancouver. Our mission is to improve decision-making in hiring by investing in behavioural science and hiring technology. We specialize in Project & Interim Resourcing, Permanent Search and Executive Search and recruit Finance and Accounting Executives for growth companies. We are a tenured team of successful recruiters who have worked in the major industries across Toronto and Vancouver. info@findingclarity.ca.

Follow us on LinkedIn for updates, job postings and more.


Behind the Numbers with Stephanie Bird, CPA, CA

In this Episode

In this episode of "Behind the Numbers", Stephanie Bird, CPA CA guides us through her extraordinary career talking about:

  • Transitioning into corporate risk
  • Stepping into a more entrepreneurial role
  • How her love for travel, sparked her passion for working on boards involved with preserving the environment.

About Behind the Numbers

Behind every spreadsheet. Every journal entry. Every month-end. There's a story. A human story. A story about grit, resilience, and laying the foundation for sustainable growth. Clarity Recruitment is on a mission to capture these stories. To tell these stories. To showcase the people who overcome the many challenges and sacrifices that come with building some of the fastest-growing companies in Canada.

Russell Axford is the Head of Executive Search at Clarity Recruitment and is on a mission to capture these stories and showcase the people who overcome the many challenges that come with being a finance executive in growth companies.


Top Tools and Productivity Software for 2020 for Talent Acquisition

Top Tools and Productivity Software for 2020 for Talent Acquisition

Your typical recruiter in 2020 serves many functions - coaching candidates on their roles, speaking to clients to gather requirements and engaging on social media to fill in their top-funnel. 

The second you sit in your chair in the morning, you have targets to hit and people to call. There is, however, only so much time in the day and we all wish we had more. Though we can't tell you how to recruit more time into your day, we can suggest some productivity software that might make you more efficient at your job. 

LinkedIn

As social media becomes more pervasive, professionals from every industry are finding a necessity to have a presence on these platforms. Recruitment is no different. There has never been a better way to speak to and attract quality candidates, however, this can mean additional pressures on your time. 

An absolute essential in any recruiter's arsenal is LinkedIn. This is where most professionals are hanging out these days and it's where a lot of connections are being made. More jobs are being filled through LinkedIn which means the more presence you have there the more likely it is for you to find qualified candidates. Using LinkedIn alone will help you save time since this is where most qualified candidates are.

Personalized video

The days of cold-calling and email blasts are over. You have to be able to provide relevant information to your candidates to make sure they gain value. You can't send the same job to ten people and hope a fraction of them respond. Instead, we recommend you try personalization for your message. 

Doing so in the form of a video shows the candidate you took the time to reach out and cater to their specific needs. It also doesn't take too long to do. Take the camera in your pocket, stick it on a tripod, angle a light towards your face, plug in a microphone and simply start talking. You don't have to be eloquent - you simply need to provide value. Though you can send out quick videos without software, we find using a platform like vidyard.com to organize and manage the process helps. 

Buffer

Once you have followers on your socials, one of the essentials is to provide a regular stream of content that appeals to your audience. One of the most difficult things to do for people is to find time to share content especially if your days are short and time is of a premium. Using a tool like Buffer which lets you schedule your posts in advance is a technique that helps. Whenever you have a chunk of time to spare - for example, a quiet Friday afternoon. Take a few minutes to schedule your posts for the next week. You'll be glad you did.

Luma-Fi

The value you provide as a recruiter is understanding your candidate as it pertains to the job. Some recruiters are so good at doing this that they can rely on gut instinct and experience. However, for most, you need tools to be able to do this. Sorry for being biased, but Luma-Fi is Clarity's proprietary tool which helps us asses fit for the role. Having access to tools like this immensely valuable and can save both you, the company and the candidate lots of time in the long run. 

Interview scheduling 

If you frequently have to schedule appointments in your calendar, you know what a pain getting calendars in check can be. Fortunately, a tool called Calendly can help. Calendly syncs with your calendar (either Google Calendar, Microsoft Outlook or iCalendar) and lets you share that with your contacts or embed it on your profile. 

Bullhorn 

When you're receiving hundreds of applications from candidates every week, you need some way to keep track of the process. Bullhorn Staffing and Recruiting earned PC Magazine's Editor's Choice award for dedicated applicant tracking systems and we believe it deserves the accolades. 

monday.com 

If you work with a few people and require a lightweight project management software, Monday.com is your best bet. At Clarity, we use Monday.com for everything from editorial calendar scheduling to project planning. If you're a recruiter, the platform can be used to monitor your objectives and see if you're hitting your targets. The new apps can be further customized to meet your exact workflow. 

Coffitivity

A little background noise goes a long way when you're working from home or working in an environment where conversations are audible and distracting. Coffitivity livens up your environment with the soothing sounds of a coffee shop. It’s great for when you want to get some work done and just need to dive in for thirty minutes. 

Lynda.com

An absolute essential in any recruiters' arsenal is Lynda.com. New videos are posted at noon every day and the content ranges widely. Chances are there are videos on the areas you're recruiting for so you can brush up on concepts and terminology before jumping on the phone with a client or a candidate. If you're in the Toronto area, make sure you utilize the free subscription to Lynda.com from the Toronto Public Library.

While there are many tools out there to help you with talent acquisition, these are the critical ones you need to excel beyond. What tools do you use to improve productivity and streamline your process? Let us know in the comments.

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Clarity is a recruitment agency specializing in the placement of designated Accountants and Finance professionals in the GTA and Vancouver. Our mission is to improve decision-making in hiring by investing in behavioural science and hiring technology. We specialize in Project & Interim Resourcing, Permanent Search and Executive Search and recruit Finance and Accounting Executives for growth companies. We are a tenured team of successful recruiters who have worked in the major industries across Toronto and Vancouver. info@findingclarity.ca.

Follow us on LinkedIn for updates, job postings and more.