Does Your Diversity & Inclusion Program Produce The Wrong Kind Of Diversity?

By |2019-11-08T21:46:13+00:00November 8th, 2019|Ideal Hire Techniques|

Virtually every business leader today is pressed to consider Diversity & Inclusion in their organizations. How that’s defined will dramatically inform how it’s implemented and will either enhance or detract from an organization’s culture. There is a great value for leaders, teams, organizations, and for employees to have significant diversity in the workplace. Diversity of backgrounds, experiences, perspectives, and of ways of thinking can improve outcomes. And it’s generally true that diversity of race, gender, etc. does bring varying perspectives… which is healthy for an organization. However, when diversity is only about counting noses based on externally visible characteristics, it ignores the benefit that comes from diversity of thought, perspectives, and ideas. Two people that are similar in age, both come from a traditional family structure, both from similar urban neighborhoods, both of the same religion, both raised with similar values, both with similar education, however, of different races… don’t really [...]

Cultural and Relational Fit On Your Executive Team

By |2019-10-09T01:33:59+00:00October 9th, 2019|Ideal Hire Techniques, Uncategorized|

There’s a lot written about corporate culture when it comes to retaining top talent, and that is an important factor. However, retention is more a result of great relationships than a great culture. Culture and Relationship are sometimes confused; however, they are distinctly different factors. A great culture can flow from great relationships, and a toxic culture can result from poor relationships. The two are not exclusive of each other, however, they are not interchangeable either. Our firm emphasizes relational fit when placing executive leaders because relationship is ultimately the greatest factor in the long-term success of an individual. Certainly, strong technical and functional competencies have to be there, however, without a solid relational foundation, a new hire is not likely to last. It’s commonly understood that people tend to leave because of bosses and peers, not the organization. It’s about relationship more than culture. “Culture” is defined in many ways [...]

Great Leadership Teams Are Built On A Foundation Of Trust

By |2019-08-28T14:20:37+00:00August 28th, 2019|Ideal Hire Techniques|

Our firm always emphasizes that the primary way to move the needle from the 60% industry average 18-month retention rate of new executive hires, to the 97% that our process produces, is to take relationship formation seriously. To potential corporate clients we talk to, however, “relationship formation” often sounds squishy, and difficult to measure. People inherently ARE difficult to measure. As I’ve written before, human beings cannot be reduced to a pile of data that makes all their behavior calculable. While assessment data can be helpful, and insightful, it is not a foolproof predictor of future performance. Nothing is... just look at the disappointing track record of Heisman Trophy recipients once they get to the NFL. An assessment from their college performance would provide a tremendous data point regarding their success at the next level. However, the percentage of them that become strong performers as a pro is small. Strengths and [...]

Authenticity and Data When Making Key Hiring Decisions

By |2019-07-16T19:02:52+00:00July 15th, 2019|Ideal Hire Techniques|

If your executive hiring is becoming more and more of an objective, scientific, data-driven process, I have one question … how’s that been working for you? The reality is, the more personality assessments, skill assessments, task exercises, and data accumulating processes become available and utilized, the average tenure of senior executives continues to decline. While assessment data can add some insight… If you’re hoping to hire a sentient human being, they are not simply defined by data! Often, organizations want to accrue a critical mass of data to be able to evaluate the results and hopefully make a “wise” decision. Alternatively, or sometimes concurrently, they expect candidates to “sell” themselves as to why they are the best person for the job. The candidate with the best presentation wins. While many of those assessment tools have value in providing insights, and a great presenter tends to give reassurance, neither method is a [...]

How to Utilize the Ideal Hire Framework for Successful Executive Recruiting

By |2019-03-26T21:25:58+00:00March 20th, 2019|Ideal Hire Techniques|

The HansenBack executive search Ideal Hire™ Framework is based on compelling story creation and relationship formation.  Successful executive search relationships form most successfully and dynamically through the exchange of authentic stories.  As part of our framework, we teach you exactly what candidates seek in your story – which is rooted in human psychology –  and how to properly construct your story for the greatest chance of success.  We also work with you to draw out those vital characteristics you seek in candidates through their stories. HansenBack is your best executive recruiter partner to help you recruit, hire and retain your ideal executive.  We work closely with you through each of these 6 Steps to make sure every step is optimized and effective to realize hiring success: Create Your Story – We create your authentic company story that will illuminate, motivate and stimulate the best candidates to  action.  Addressing key candidate psychological [...]

An Appeal to Recruiters to Raise the Bar!

By |2019-03-18T18:33:57+00:00March 17th, 2019|Ideal Hire Techniques|

As in any business, the world of Recruiters, Headhunters, Executive Search Professionals, etc. includes the good, the bad, and the ugly. There are those in it for some good cash for now, and those in it to build a great long-term sustainable business. But how to tell the wheat from the chaff? This industry is characterized by a glut of new recruiters when times are good, and dramatic reductions when times get tough. It’s an easy business to get into, but it’s a tough business to stay in during economic downturns. I often tell people -  “This is a business that, when times are good, there’s almost nothing better. There’s a lot of relatively easy money to be made. However, when times are bad, there’s almost nothing worse. The ‘gravy train’ dries up very quickly and companies recruiting budgets disappear.” Key Attributes of Successful Recruiters There are a number of factors that [...]

Want to Flourish Professionally?  Here is The Recruiting Groove That Will Save You From A Demoralizing Rut

By |2019-03-21T17:19:17+00:00March 15th, 2019|Ideal Hire Techniques|

Ask any biologist and they will be quick to confirm that extreme habitual safety is actually hazardous to living organisms.  Many people naturally seek safe and comfortable environments or patterns of living that could be dangerous to their well-being.  Here is an example to demonstrate the biological danger.  If you plant a tree in an office building, the tree will continue to grow until it becomes too top heavy and topples.  It topples because the roots never develop as the tree lives in an extremely safe environment – never buffeted by a rain, wind or snow.    Challenging yourself is uncomfortable and often requires some pain and suffering – but it is critical if you want to weather life’s storms. Embracing Challenge and Change to Drive Success Successful people ardently pursue their groove in life.  That groove is the habitual effort to challenge and thus transform themselves.  Everything else is likely a [...]

Key Considerations When Hiring a Top Human Resources Executive

By |2019-03-18T18:30:27+00:00March 15th, 2019|Ideal Hire Techniques|

When contemplating adding or replacing a CHRO or VP of HR for your organization, many considerations can come to bear. Defining what a good HR executive should, or could, do for you is an important first step. HR leadership roles are often viewed through differing lenses with different priorities. The HR Compliance Specialist Federal, State and local laws and regulations regarding recruiting, employee status, benefits and a myriad of other factors involving employment in an organization can be daunting. Staying on top of current compliance and regulatory changes is a necessary priority for any size of organization. When a corporate leader wants to make sure the organization is compliant and wants to mitigate risk, it is easy to see the need to have an executive leader they can trust to give those considerations proper focus. The Compensation & Benefits Guru Clearly, the cost and complexity of employee benefits and strategic compensation [...]

What is the True ROI for Executive Recruiters?

By |2019-03-16T03:41:57+00:00March 15th, 2019|Ideal Hire Techniques|

When you need to hire a new leader in your organization, there are multiple ways to go about the task: Network among your own peers, contacts, and acquaintances to solicit referrals and recommendations. Rely on an individual in your organization to handle the search for you, counting on their resources and expertise to produce the desired result. Create a search committee or task a group to communally attempt to find an acceptable hire. or… Engage an Executive Recruiter to direct the process utilizing their experience and expertise to find, hire and retain a more ideal hire. While each option has its merits, there are the implications and sometimes unintended consequences from each of those paths. There are two key questions to ask: ”What are the true costs to hire?” “Will the process produce a high return result?” The True Costs to Hire The true costs to hire a new executive are [...]

Do your interview techniques REVEAL & ATTRACT the best candidates?

By |2019-03-15T15:46:59+00:00October 18th, 2018|Ideal Hire Techniques|

Curiosity Curiosity may kill the cat, but it enlightens the world. I am sure many thousands of people saw apples fall from a tree, but Newton asked why, and the world became a bit more enlightened. Curiosity requires an opening of the heart and the mind. The heart is required because not everything can be known mathematically/scientifically. Your disposition as an interviewer is important as you seek to understand the person across the table. Be curious; have a sincere desire to know the person and not simply what the person did or does. Asking the same questions of every candidate in a “canned” interview approach does not allow for the uniqueness of the individual to shine through. What is left is an opaque understanding of a candidate who, by the way, will be left feeling uninspired by your approach and, therefore, your company. If you give this (uninspired) person an offer, they most likely will think you are [...]