Tag Archives: executive search

So how did I do? The Recruiters Little Black Book 2010 Review

The stats helper monkeys at WordPress.com mulled over how my blog did in 2010, and here’s a high level summary of its overall blog health:

Healthy blog!

The Blog-Health-o-Meter™ reads Wow.

Crunchy numbers

Featured image

A helper monkey made this abstract painting, inspired by your stats.

A Boeing 747-400 passenger jet can hold 416 passengers. This blog was viewed about 11,000 times in 2010. That’s about 26 full 747s.

In 2010, there were 94 new posts, growing the total archive of this blog to 101 posts. There were 2 pictures uploaded, taking up a total of 188kb.

The busiest day of the year was December 15th with 263 views. The most popular post that day was Recruiting and retaining talent in tough times .

Where did they come from?

The top referring sites in 2010 were linkedin.com, twitter.com, facebook.com, lmodules.com, and talent.linkedin.com.

Some visitors came searching, mostly for transcend executive search, transcend executive, transcend recruitment, lee cooper recruitment, and social media in recruitment.

Attractions in 2010

These are the posts and pages that got the most views in 2010.


Recruiting and retaining talent in tough times December 2010
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About Transcend Executive Search May 2009


About Me August 2009


The best job application ever? September 2010
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Social media and recruitment – the privacy debate August 2010


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Kyle Clarke Job Search Genius!

The only constant is change.  For some, change is scary, for others it’s exciting.

Right now we are living through the scariest and yet most exciting of times.  It used to be said that if you always do what you always did, you would always get what you always got.  My sense is that in many cases this is no longer the case.  The rulebook is being ripped up.  The old ways of doing things are being challenged.  Disruptive methods and technologies are challenging our assumptions and expectations and our comfort zones are being stretched daily.

Never is this more evident than in the jobs market.  It’s a scary place.  How an earth can you make sense of it all?  How can you use the multitude of platforms and routes to market to reach out to those people who will have a positive effect on your career?

How do you stand out?

Your CV alone is no longer enough.  You are a brand.  You need to sell yourself relentlessly online and offline.  You need to step outside your comfort zones, to stretch them daily to get to where you want to go if you want to succeed.  Nowhere have I seen a better example of this than in this campaign by 2010 UK Graduate Kyle Clarke.


It’s brilliant.

Innovative, purposeful, confident, bold.  Kyle epitomizes the initiative, get up and go self-starting attitude that you need to succeed. Be inspired by him.  Take the initiative.  Be different.  Go Kyle!

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Filed under Careers, Recruitment

A great Recruiter can transform your life

A great Recruiter can transform your life.  That’s a real privilege, something that as Recruiters we should not overlook.

Think of it logically, you are de-motivated, disengaged, disenfranchised, disappointed in your current job.  You meet with a Recruiter who takes the time and trouble to really understand what makes you tick, your background, personality, talent, aspirations, skills, motivations.  They introduce you to a job that you love.  That changes your life.

The opposite is also true.  If the Recruiter fails in their responsibility to you, that can also change your life, albeit clearly in a negative way.

Think of the impact a great hire has on a business.  Transformation, growth, new opportunities, wealth and job creation, the list goes on.

Great Recruiters have a critical role to play in delivering the talent business needs to realise its ambitions.  Great Recruiters have great influence, they can unlock doors that can lead you to great opportunity.

Find out who they are.  You have a choice with whom you work.  If you don’t feel the Recruiter best represents you, don’t work with them.  Take your time and seek out the great Recruiter, instinctively you will know him or her when you meet them.

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Filed under Recruitment, Talent

Yet more cause for optimism

Following on from  the optimistic theme of Friday’s blog, two reports on the labour market give further cause for that optimism to gain some momentum. Both reports differ dramatically, offering a micro and macro perspective on the jobs market, but both offer reasons for optimism which are encouraging to us all.

The Bank of Scotland  report on jobs highlighted the sharpest rise in demand for permanent staffing in Scotland in more than two and a half years.   The number of permanent appointments made rose for the seventh consecutive month, whilst the number of permanent vacancies rose for the fifth month in a row.  The Bank of Scotland’s Labour Market Barometer highlighted improving market trends and a return of confidence that is slightly behind the rest of the UK as a whole but nonetheless gives reason to continue to be positive about hiring activity.

This positive news gains further credence alongside a more macro snapshot of global hiring activity from the Association of Executive Search Consultants.   Around the world the number of new executive search mandates grew 30.3% in quarter one 2010 versus the prior year, with revenues up in the same period 22%.

Jobs growth as evidenced in the AESC report comes from a number of sectors, with the Financial Sector leading the way, evidence if it was needed that banking would appear to have left the dark days of 2008 very much behind.  Other areas to experience hiring growth at an Executive level include Technology, Life Sciences, Healthcare, Consumer Products and Industrial.

Unsurprisingly Asia Pacific experienced the highest growth in search mandates (up 48%), followed by North America ( 29%) and Europe (26%).

We not ought to be surprised by the fact that according to the AESC report, more than 41% of individual Executives surveyed are dissatisfied with their current responsibilities and would respond favourably to the prospect of a move.  From my experience one of the biggest challengers for head-hunters in the last two years has not been identifying talent.  Regardless of the economic climate, exceptional business leaders of today and tomorrow are as difficult to find as ever they were.  The challenge has been once having found them, persuading them of the virtue of making that move.  There has been a tremendous fear of being last in first out, with the overriding sentiment being one of “although I am not entirely happy here, people know me, I don’t have to prove anything to anyone, I know whats expected of me and therefore that gives me some degree of security”.  However it was only going to be a matter of time before that translated in to itchy feet for many.

It is that increased confidence that encourages people to put their head above the parapet and move, giving energy to a market needs to rid itself of the inertia of the last couple of years.  This is good news for all in so much as market movement creates opportunity throughout the employment chain.  It creates headaches for hiring managers for sure, but a certain amount of fresh talent in to an organisation can be tremendously energising with new initiatives, ideas and momentum.  Lets keep the good news coming!!!!!

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Filed under Hiring, Job Creation, Recruitment

What now the future of recruitment?

Traditional recruitment is undeniably facing a huge number of significant challenges. With advances in technology and in particular the gathering pace of Social Media, the opportunities for employers and employees to engage with an ever widening pool of prospective candidates are enormous. Therefore we might argue that recruiters have an opportunity to continue to evidence value to clients with our ability to cut through the numbers and provide a well thought through, pre – screened shortlist to clients.

Does this happen? From the feedback I receive from customers, increasingly this isn’t the case. Technology has seen recruitment become an ever more transactional experience for customers and many recruiters as a result are relinquishing accountability in the process. The contents of a database are unleashed at a customer via email; they do the screening and are then sent a bill for the privilege of doing the work. They are right to question the value in this process.

From a candidate perspective the experience is in many cases equally as poor. Come in, fill out a form and we will find you a job. In principle, commendable and it is this service that we are here to provide. Ever more so in an environment of rapidly rising unemployment. However, shouldn’t our raison d’être be to find the right job for the candidate as opposed to attempting to shoe horn them in to a post just simply to generate a fee? I may be accused of looking at life through somewhat rose tinted specs, but too often the major impact a new job has on peoples lives or alternatively a new hire has on a business is overlooked and the need to generate fees takes priority over the needs of candidate and client.

I love the recruitment industry. I love the fact that as a recruiter we change people’s lives (and if not careful not always for the better). I love the fact that every candidate that I meet has a unique set of skills, aspirations, talents and personality traits, that every company we meet has a differing culture, vision, set of values and strategies. However unless we recognise as an industry the impact we have on so many through our behaviour the value we can generate for customers will continue to be questioned. We have an important role to play in ensuring the global economy rises out of recession fast through our inability to unearth and deliver talent to the workplace to enable people and businesses to thrive. That focus should be on engendering long term working partnerships based on ensuring best fit for all, not just any fit at all.


Filed under Recruitment