Kennedy Executive http://www.kennedyexecutive.com Mon, 18 Jun 2018 12:52:42 +0000 en-US hourly 1 Kennedy Main Sponsor Of BDU’s “The Future Of Recruitment” Conference http://www.kennedyexecutive.com/kennedy-main-sponsor-of-bdus-the-future-of-recruitment-conference/ http://www.kennedyexecutive.com/kennedy-main-sponsor-of-bdus-the-future-of-recruitment-conference/#respond Tue, 05 Jun 2018 12:15:43 +0000 http://www.kennedyexecutive.com/?p=8777 On June 12 and 13, Executive Search and HR specialists from all over Germany and beyond, come together in Bonn at the Future Conference to discuss the future of recruitment and retained search. The event is considered the top forum for the industry and will celebrate its 20th anniversary this June. Kennedy Executive Search & [...]

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On June 12 and 13, Executive Search and HR specialists from all over Germany and beyond, come together in Bonn at the Future Conference to discuss the future of recruitment and retained search. The event is considered the top forum for the industry and will celebrate its 20th anniversary this June. Kennedy Executive Search & Consulting, a global network of independent executive search firms, is main sponsor of this year’s conference.

Innovation meets tradition

The Future Conference is organized by the Bundesverband Deutscher Unternehmensberater (BDU), the association of German Management and HR consultants. This year the event will focus on the impact of digital transformation. Experts foresee that we are facing completely new forms of interaction between man and machine. In an industry that is so much a people’s business, this will present challenges and opportunities alike. How will digital transformation contribute to international competition? What effects will digitalization and globalization have on companies and employees? How will the upcoming changes impact the recruitment industry?

An engaging agenda with key note speakers, interactive expert panels and best practices shared will answer these, and more questions the industry faces today.

Kennedy Executive’s strong links with Germany are one of the main reasons why the network sponsors the conference. CEO Jorg Stegemann, who himself is German and has worked in recruitment and direct search in Germany for many years: “Kennedy has its roots in Germany as one of our first two offices was in Frankfurt. Today, Germany is trade partner number 1 for most of our 14 partner offices. We serve German clients, or international clients who wish to strengthen their operations in Germany, worldwide; not only in Europe but also in Denver, Sydney and Johannesburg. Another factor for us to support the conference is that German is our second language: our partners in Amsterdam, Budapest, Copenhagen, Paris and of course Frankfurt and Vienna speak German fluently. Furthermore, Kennedy is expanding worldwide and Germany is an important target for us. Maybe we run into a future German partner at the conference?”

Knowledge is another important objective for the network to sponsor the Future Conference. Jorg Stegemann: “In times of radical changes, one needs to stay in the know with digital trends. This applies to any industry, but in recruitment, an industry that is based on human interaction, it is of vital importance. If you miss the boat, you are history. As a global network of recruitment and retained search firms, we face these challenges on both a local and global level. Within the Kennedy network, we communicate on trends and changes in the marketplace all the time which is clearly the strength of boutiques that cooperate in a network like we do. We look forward to exchanging the knowledge and insights we all need to be prepared for the future”.

About Kennedy Executive Search & Consulting

Kennedy Executive Search & Consulting is a global partner network of retained search boutiques in Europe, Africa, North America and Asia Pacific with offices in Amsterdam, Budapest, Copenhagen, Denver, Frankfurt, Johannesburg, London, Milan, Monaco, Oslo, Paris, Prague, Sydney and Vienna. The network covers 360 degrees of talent management: direct search finds and assesses the right talent in the market; consulting develops people and organizations. As a network, Kennedy will run 365 strategic recruitments all over the world this year. Kennedy Executive Search & Consulting helps organizations to achieve their goals and people to enhance their careers every day.

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The First Month In The New Job http://www.kennedyexecutive.com/the-first-month-in-the-new-job/ http://www.kennedyexecutive.com/the-first-month-in-the-new-job/#comments Wed, 30 May 2018 00:01:05 +0000 http://www.myjobthoughts.com/?p=3766 This month, we kick off a series of three postings that will examine what happens in the head, heart and soul of a candidate during the first three months in the new job. This pretty much compliments my posting "The 7 Phases Of The Job Life Cycle" on Forbes a while ago. Yet while that was theory, [...]

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This month, we kick off a series of three postings that will examine what happens in the head, heart and soul of a candidate during the first three months in the new job. This pretty much compliments my posting “The 7 Phases Of The Job Life Cycle” on Forbes a while ago. Yet while that was theory, we talk about practice today and will have a close look at the mental roller coaster a candidate like you or me undergoes during his integration period.

How is this series structured?

Victor (see his mini bio here below) will answer today 5 questions. The exact same set of questions will be back in 4 and 8 weeks for the 60 and 90 day interview which will allow us to compare what has changed.

Here we go. I promise a thrilling journey with ups and downs through the integration period, starting with the first month in the new job:

Question 1: “You have started your new job 4 weeks ago. Which mindset did you arrive with and how has it changed since the beginning? What is your first feedback and which emotional evolution did you undergo?” Victor’s answer: “I arrived with a view that I would take the situation with a lot of rational, with a clear, almost scientific way to tackle issues and create a plan. Also figured I would have to quickly create trust with 2 of my direct reports, who would be key to my success.”

Question 2: “What were the top 3 things you did you do to ensure a smooth integration?” Victor’s answer: “Three things helped me: 1) I showed an open-minded attitude (I was brought in to bring experience from another country, but did not want to be looked at as the one giving lessons). 2) I showed empathy, which probably was the most difficult for me as I did not only integrate a new company but also changed country. Apart from decoding the language of the company, the language of the country is new too. This links directly to point 3) which is curiosity, eagerness to understand the Italian market, the way people work, successes and failures from the past but also personal stories and all things that influence the job and as a consequence my success here.”

Question 3: How did your manager facilitate your integration and what did he miss out? Victor’s answer: “My boss positioned me at the right level, i.e. in a way that people understand I don’t have everything to prove. In the end, I am his choice not theirs… But he also showed interest in my personal logistics and how well I was settling in regards of the apartment, schools, commutes, etc. What did he miss out? Not much, I think and he gets full marks to him in my view.”

Question 4: “What is your biggest achievement so far and what is the biggest regret or frustration?” Victor’s answer: “My biggest achievement came after 3 weeks: a partnership for close to a million Euro had been partially negotiated prior to my arrival. In 3 weeks I completed the negotiation and obtained a final further discount. Timing and luck was on my side, I seized it and transformed it into a personal success.”

Question 5: “What were your 3 top priorities for the first 30 days?” Victor’s answer: “My first priorities for the first 30 days were to 1) understand who does what, 2) what the priorities for the companies are (therefore including things I should not worry about) and 3) create a relationship, trust and credibility with my direct reports.”

Closing: Thanks, Victor. So we will have you back here in four weeks for “The First 60 Days In The New Job”, right? Victor: “Yes, the next job feedback will come shortly and I guarantee will be exciting!”

About the interviewee:

Victor is a Marketing and Sales executive in the Financial Services industry in France. In the past, he has worked as EMEA Marketing Manager for a US-based software vendor and prior to this as a Management Consultant with a Top 5 Audit and Consulting firm in London. He has worked in multiple geographies including the UK, the US and France. Victor holds an MBA from INSEAD.

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Happy Birthday, Prince Frederik from DK. Here Comes Career Advice From Jesper Madsen! http://www.kennedyexecutive.com/happy-birthday-prince-frederik-of-denmark-here-comes-career-advice-from-our-colleague-jesper-madsen/ http://www.kennedyexecutive.com/happy-birthday-prince-frederik-of-denmark-here-comes-career-advice-from-our-colleague-jesper-madsen/#respond Sat, 26 May 2018 11:25:10 +0000 http://www.kennedyexecutive.com/?p=8770 Denmark's crown prince fills 50 years this weekend. In that respect, Jesper Madsen from DNA/ Kennedy Denmark was interviewed about what career opportunities the Crown Prince could have followed other than being a royal. Congrats Frederik and Jesper!

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Denmark’s crown prince fills 50 years this weekend. In that respect, Jesper Madsen from DNA/ Kennedy Denmark was interviewed about what career opportunities the Crown Prince could have followed other than being a royal. Congrats Frederik and Jesper!

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Carl Lens Appointed Managing Director Executive Search EMEA http://www.kennedyexecutive.com/carl-lens-appointed-managing-director-emea/ http://www.kennedyexecutive.com/carl-lens-appointed-managing-director-emea/#respond Fri, 25 May 2018 11:13:48 +0000 http://www.kennedyexecutive.com/?p=8767 Kennedy Executive Search & Consulting, a global network of independent retained search boutique firms, has announced the appointment of Carl Lens as Managing Director EMEA. He will assume his responsibilities with immediate effect. Carl is an industry veteran. He is co-founder and owner of Kennedy’s Dutch partner office Lens, Executive Search based in Amsterdam. Before [...]

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Kennedy Executive Search & Consulting, a global network of independent retained search boutique firms, has announced the appointment of Carl Lens as Managing Director EMEA. He will assume his responsibilities with immediate effect.

Carl is an industry veteran. He is co-founder and owner of Kennedy’s Dutch partner office Lens, Executive Search based in Amsterdam. Before founding his firm, he was Global Head of Health Care for London based recruitment firm Nicholson. Prior to his appointment to Managing Director EMEA, Carl was Managing Director Europe for the network. His promotion follows the rapid growth of the network with recent new partner offices joining in Vienna, Oslo and Johannesburg, the first partner on the African continent.

Carl Lens: ‘In this time of continuous and true globalisation, boards commonly consist of people from a variety of nationalities. This means that recruiters need to be aware and appreciative of how talent flows globally and stay on top of both worldwide as well as local trends. Yet, in executive search, there is often a lack of true, seamless service when it comes to sourcing talent globally. I hope to bridge and streamline the collective talent and experience of our partners in EMEA and globally. For that I will be working closely with my peers Joe Screnci, our partner in Sydney and Managing Director APAC, and Eric Pringle of our Denver office who is Managing Director North America. Together with them and all our partners, we will make sure we can offer both our clients and candidates the best, and truly global, service they deserve.’

Jorg Stegemann, CEO of Kennedy Executive: ‘Our network is growing fast and the world is changing even faster. We are continuously looking to expand into new territories, including the Middle East and Northern Africa. I am happy that Carl steps up from Managing Director Europe to Managing Director EMEA. His vast, global experience and ability to connect people, make him the ideal candidate to support us in these efforts and to keep us prepared for what the future of work has in store for us.’

About Kennedy Executive

Kennedy Executive Search & Consulting is a global partner network of retained search boutiques in Europe, Africa, North America and Asia Pacific with offices in Amsterdam, Budapest, Copenhagen, Denver, Frankfurt, Johannesburg, London, Milan, Monaco, Oslo, Paris, Prague, Sydney and Vienna. The network covers 360 degrees of talent management: executive search finds and assesses the right talent in the market; consulting develops people and organizations. As a network, Kennedy will run 365 strategic recruitments all over the world this year. Kennedy Executive Search & Consulting helps organizations to achieve their goals and people to enhance their careers every day.

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The Future Of Recruitment In Mining: How Realignment Of The Resources Industry Increases The Need For Top Talent http://www.kennedyexecutive.com/press/the-future-of-recruitment-in-mining/ http://www.kennedyexecutive.com/press/the-future-of-recruitment-in-mining/#respond Wed, 09 May 2018 15:03:48 +0000 http://www.kennedyexecutive.com/?p=8732 The mining industry faces enormous challenges and indeed opportunities. Over supply of certain resources, spectacular increase in demand for others, uncertainty in mining regulation especially in some crucial developing countries, slowing economic growth in territories with the highest demand for metals and minerals, are to name just a few. Adding to this, the industry is [...]

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The mining industry faces enormous challenges and indeed opportunities. Over supply of certain resources, spectacular increase in demand for others, uncertainty in mining regulation especially in some crucial developing countries, slowing economic growth in territories with the highest demand for metals and minerals, are to name just a few. Adding to this, the industry is under continuous pressure to step up its CSR game and minimize its carbon footprint.

“To turn all these challenges and opportunities into sound and healthy businesses, there is need for very specific talent”; says Jorg Stegemann, CEO of Kennedy Executive Search & Consulting, a global network of private owned executive search firms. With partners in some of the world’s most important mining destinations such as Australia (covering the entire APAC region), Norway, and even Golden, Colorado, home of the prestigious and renowned Colorado School of Mines, The Kennedy network was already present in some of the world’s most important mining territories. With the recent addition of Evolve International in South Africa, a leading retained search boutique firm specialized in the appointment of Board, Executive Committee and critical skills to the African mining industry, as new partner in Johannesburg they strengthen their global mining footprint even further, making the network the go-to partner for any recruitment needs in the global mining and extraction industry.

New technology and operating models

As with any industry, technology is driving significant change into the global mining sector that brings about new operating platforms that drive more economically focussed mining methods that in turn increase profitability. Amongst other matters, this requires a need for new and more advanced machinery and automation out in the field, enabling economic extraction in the remotest areas and harshest conditions. Work processes influenced by the lean methods of the process industry influences more and more mining operations, allowing increased output and significant HSE improvements.

But the shift in the industry will come in more areas than machinery and lean working. To be able to stay ahead of the game, mining companies need also to collect data and analyse this to inform a solid business case. This data in turn needs to be protected and secured.

Adam Ginster of Kennedy’s South African Partner Evolve International in Johannesburg: “Where historically, mining attracts engineers, geologists and other technically trained talent, mining companies now also need people with solid understanding of IT, cyber security and understanding the green shift linked also to new technological trends such as electrification. An example is IoT and how to improve efficiency of operations and maximize output of machinery. In addition, advanced technology enables mining companies new ways to track their commodities securing their value and use and providing a clear and traceable supply chain from extraction to final product. But most companies have not yet embraced, considered or even thought of these opportunities. If they want to increase revenue and continue to grow, they need talent to investigate its potential and how to put it to use. Chances are they have no idea where to begin looking for people with these very specific skill sets. This new breed of resource typically needs to be sourced from other industries and most likely from other countries. That is where the Kennedy Executive global partners can help.”

CSR

In general mining companies need to shift their classic CSR B2B perspective to include consumers and other stakeholders. The industry often gets criticised and grilled by groups, and communities who are concerned about the ongoing tempering with the planet’s surface and its environmental impacts. Despite serious efforts, the response to these increasing concerns is considered too little and too slow. Ginster: “Mining could be on the foreground of the green shift everybody is talking about. Natural resources are still the way forward. But there is a thin line between exhaustion and extraction, especially in the mind of the consumer. A big part of a company’s success is support from the community. For the mining industry, a radical change in perspective is required and partnering with communities is just one aspect of this. It also calls for solid investments in more efficient and less energy intensive ways to mine. Both will require very specific skills and a search for talent new to the industry.”

Between the partners of the Kennedy Executive Network there is solid understanding of and experience in the mining industry. In having appointed Board Directors, Chief Executive Officers as well as built entire executive committee teams on behalf of global major mining houses through to junior mining firms and private-equity backed mining portfolio companies, South African Partner Evolve International for instance, is regarded as the leading search firm on the African continent within mining. HA Consulting, Kennedy’s partner office in Oslo recently found a CEO and CFO for two big players in the industry. Integrated People Solutions, Kennedy Executive’s network partner in Colorado, worked for a variety of companies in mining and extraction. And then there is the vast experience of the partner offices Moorlands Human Capital in the United Kingdom and JRS International in Australia, both with long track records in the industry and its suppliers. With this, the network has developed a strong executive search competence in this industry. Stegemann: “Mining is truly an international industry. With Evolve International, our partner in South Africa, joining, we open up a whole new continent to explore. In particular the specific experience in mining and extraction of our partners in Norway, United Kingdom, Australia, South Africa and the United States means we can now benefit from industry specific knowledge on 4 continents, 5 if you consider our Australian partner covering the entire APAC region. This allows us to offer a truly global services to both clients and candidates”.

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Why Africa Is The Business Place To Be In http://www.kennedyexecutive.com/blog/why-africa-is-the-business-place-to-be-in/ http://www.kennedyexecutive.com/blog/why-africa-is-the-business-place-to-be-in/#respond Mon, 30 Apr 2018 00:01:22 +0000 http://www.kennedyexecutive.com/?p=8647 For so long Africa has had to deal with misconceptions of it being savannahs, deserts and wild animals. For too many the idea of an African experience was limited to game drives and our natural wonders. Only a few have known about the developments and industrialization within the continent and the vast business opportunities [...]

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For so long Africa has had to deal with misconceptions of it being savannahs, deserts and wild animals. For too many the idea of an African experience was limited to game drives and our natural wonders.

Only a few have known about the developments and industrialization within the continent and the vast business opportunities that this presents, but even that is overshadowed by a cloud of inefficient bureaucracy and poor infrastructure.

The 21st of March was a significant event for Africa as a continent when 44 of the African Union’s 55-member states signed the African Continental Free Trade Agreement (AfCFTA) in Kigali, Rwanda.

The President of the Republic of South Africa, Cyril Ramaphosa signed the Kigali Declaration on the establishment of the AfCFTA at the 10th Extraordinary Summit of the Assembly.

Welcoming the adoption by the AU of the trade agreement, he stated “a new beginning for the continent that will catapult African countries and companies to much higher levels of growth”. The Presidency followed this with a tweet: “This is an opportunity that is going to yield great benefits for all countries on the continent as well as big business, small companies and micro-traders”.

The creation of a pan-African market has the potential to increase intra-African trade. Expanding the domestic markets of all countries in the AfCFTA could lead to overall economic growth and job creation.

As the Chair of the Southern African Development Community (SADC), Ramaphosa said the summit was a “forward step in the arduous journey to translate the African Continental Free Trade Area legal instrument into an effective conduit for increased trade and investment across the African continent”.

With African countries having a historic aversion to trade agreements with the EU in the past, the continentalism of the AfCFTA plays in favour of developing countries joining forces.

As much as there are mixed emotions from varying parties regarding the AfCTA there is no denying the numerous benefits to Africa as a potential new market. With the expectation that the AfCFTA will offer growth and the creation of opportunities for high-skilled employment in Africa, Africa is on the road to becoming a destination of choice for the African diaspora that have needed to leave the continent in order to gain international experience.

It creates a market within the continent for goods and services and allows for freedom of movement for candidates as well as investors.

Being one of the more developed countries, South Africa and its respective industries stand to gain a lot in it’s attractiveness to investors and the relationship it can build within the continent.

Candidates who have had to go abroad to gain exposure and experience in the greater global community now stand to benefit from the opportunities to use their global experiences within their own home countries.

Africa is being put on the map in a positive light, not only with it’s vast mineral riches but with more continental partnerships being fostered when hurdles for trade are being removed.

Increasing the levels of export and intercontinental trading amongst fellow African nations raises the continents GDP. The most positive outcome of this is an increase in jobs available for Africa’s growing population.

The historic need to seek experience within the EU and abroad can now be minimized by local branches of international companies having posts that only locals can and should fill. An intimate knowledge of local culture and business dealings within each country’s political and infrastructural sphere will be of great benefit to all parties concerned.

Africans now stand to benefit from experience gained within their home countries and exposure to the greater business world in future.

So, the job creation that is a direct result of the AfCFTA leads to experience and home grown quality candidates.

Africa needs to lead the charge in strengthening continental relationships that are of benefit to fellow Africans. This agreement is a great starting point to building a solid foundation on which to produce the type of business leadership within Africa that makes it a solid competitor globally.

Everyone stands to benefit from the growth of businesses, the ease of trade and quality candidates with intercontinental and global experience.

Africa is on track to no longer depend on its global image. It is now recognizing its own greatness and celebrating it through an increase in continentalism. And with all the promise it’s showing, it is definitely the place to be…

With the above said, Evolve Executive Search has timeously joined Kennedy Executive Search and Consulting. Evolve being a Johannesburg-based executive search firm with pan-African capability, is well positioned to appoint leadership and critical skills into companies to support their objectives to penetrate into as well as grow across Africa. Having appointed leadership across 21 African countries across a range of industries including mining, financial services, telecoms, infrastructure, industrial services and private equity, Evolve is recognized as the leading authority on executive appointments on the continent.

If you seek to appoint leadership and critical skills into Africa, no matter where you are located, please contact us here.

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Kennedy sets foot on its 4th continent with Evolve International in South Africa http://www.kennedyexecutive.com/press/kennedy-executive-sets-foot-4th-continent-evolve-international-based-south-africa/ http://www.kennedyexecutive.com/press/kennedy-executive-sets-foot-4th-continent-evolve-international-based-south-africa/#respond Fri, 23 Feb 2018 09:37:51 +0000 http://www.kennedyexecutive.com/?p=7487 Press release: The new year is of to a good start for Kennedy Executive Search & Consulting. Where on the brink of 2017 the fast growing network announced partners joining in Vienna and Sydney, they are now pleased to welcome Evolve Executive Search in Johannesburg as 14th partner. Evolve is the first African partner for the network [...]

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Press release: The new year is of to a good start for Kennedy Executive Search & Consulting. Where on the brink of 2017 the fast growing network announced partners joining in Vienna and Sydney, they are now pleased to welcome Evolve Executive Search in Johannesburg as 14th partner. Evolve is the first African partner for the network that is now present on 4 continents and in all time zones with offices in Amsterdam, Budapest, Copenhagen, Denver, Frankfurt, London, Milan, Monaco, Oslo, Paris, Prague, Sydney, Vienna and Johannesburg.

Evolve International Pty Ltd. is an established and well acknowledged independent executive search firm in Africa. It was founded in 2011 and headed by British native Adam Ginster. The company is based in Johannesburg and executes high-end search assignments throughout South Africa and 20+ countries in Sub-Saharan Africa. Evolve has a longstanding track record in executive search for very challenging roles and requirements. Their clients range from mining, metals, oil & petroleum, infrastructure, energy, construction and industrial services, as well as financial services and TMT (Technology, Media and Telecoms). This diverse and international focus is reflected in the collective experience of the staff, which makes them the go-to-destination for many loyal clients. The significant contribution of Evolve reaches beyond their, or their clients’, office walls. The team takes great pride in appointing gender diverse candidates and Historically Disadvantaged South Africans (HDSA) and local skills to drive pan-African market penetration and expansion efforts. Furthermore, they have mobilized a program to empower orphaned and vulnerable children in Soweto that includes a feeding scheme that supports 5,000 children per week.

“This is one of the many reasons why we are so proud to welcome Evolve as partner to our network”, says Jorg Stegemann, CEO of Kennedy Executive Search & Consulting. “We were looking for a partner on the African continent. Statistics show that by 2050, the population of the African continent will exceed that of China and India together. As a global network we need presence in a part of the world that is so rapidly growing and evolving into a politically and economically more stable market with a greater sense of governance and competence. Evolve is the perfect partner for this and we are thrilled to be able to set foot on African soil with them. Their mature and genuine approach to Corporate Social Responsibility will help us to ‘evolve’ in that direction too. We are very much looking forward to exploring both with them to add further relevance to our clients and to create a collective legacy that we can take pride in.”

Adam Ginster, founder and owner of Evolve: “Likewise we feel the Kennedy network is a perfect fit for us. With our new government in place, we feel a tailwind of growth is in our sails again. This is not just the case in South Africa but also in other African nations. Business confidence is starting to pick-up, as such we anticipate a strong regional economic performance taking place which will attract more multinationals from Europe, China, India and the US to set-up shop here. In addition, more and more South African and African companies will seek to benefit from this more favorable market position by branching out to other continents. Both of these trends increase demand for global executive search on a high level. Partnering with Kennedy Executive enables us to offer a true global footprint without losing our well-established name and reputation and the level of service our clients are used to. On top of that, we gain international and cultural specific expertise from the talented and professional co-partners that strengthens and matures our business going forward. We are glad to be on board and building the future together.” 

About Kennedy Executive

Kennedy Executive Search & Consulting is a global partner network of retained search boutiques in Europe, Africa, North America and Asia Pacific with offices in Amsterdam, Budapest, Copenhagen, Denver, Frankfurt, Johannesburg, London, Milan, Monaco, Oslo, Paris, Prague, Sydney and Vienna. The network covers 360 degrees of talent management: executive search finds and assesses the right talent in the market, consulting develops people and organizations. With the addition of Evolve International Pty Ltd, Kennedy is now active on 4 continents and in 14 countries and offers a global reach and speaks 30 languages. This year, the network will run 365 strategic recruitments all over the world. Kennedy Executive Search & Consulting helps organizations to achieve their goals and people to enhance their careers every day.

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Kennedy Executive Search One Of “Hunt Scanlon 100 Global Talent Leaders” http://www.kennedyexecutive.com/press/kennedy-executive-search-hunt-scanlon-100-talent-leaders-list/ http://www.kennedyexecutive.com/press/kennedy-executive-search-hunt-scanlon-100-talent-leaders-list/#respond Mon, 05 Feb 2018 14:11:28 +0000 http://www.kennedyexecutive.com/?p=6669 Hunt Scanlon, the "industry bible" in the retained search industry and human capital sector, has selected Kennedy Executive Search & Consulting for the third year to appear in the "Hunt Scanlon Global Talent Leaders", a list of 100 global executive search firms. Congrats and well done, Kennedy team!

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Hunt Scanlon, the “industry bible” in the retained search industry and human capital sector, has selected Kennedy Executive Search & Consulting for the third year to appear in the “Hunt Scanlon Global Talent Leaders”, a list of 100 global executive search firms. Congrats and well done, Kennedy team!

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Wake Up, Hiring Manager! Here Is Why You Are Not Hiring Fast Enough http://www.kennedyexecutive.com/blog/hiring-manager-hiring-fast/ http://www.kennedyexecutive.com/blog/hiring-manager-hiring-fast/#respond Sun, 28 Jan 2018 23:01:12 +0000 http://www.kennedyexecutive.com/?p=7472 The future for the executive search industry looks bright. We know exactly where the global talent market is standing. Client market or candidate market? Easy! But how often are candidates solicited today for a vacancy? What makes them move in the end? What do they really think about your company? We have the answers. An [...]

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The future for the executive search industry looks bright.

We know exactly where the global talent market is standing. Client market or candidate market? Easy! But how often are candidates solicited today for a vacancy? What makes them move in the end? What do they really think about your company?

We have the answers. An overview:

Europe is aging faster than any other region of the world. It badly needs skilled executives and managers. Germany’s 82 million residents will dwindle to 74.7 million by 2050 and their average age will rise to nearly 50, assuming unchanged levels of migration, according to EU statistics agency Eurostat. Some projections are even more dire, putting the German population as low as 65 million by 2060. That will mean “serious labor supply constraints” in some of the strongest EU economies – Austria, the Netherlands and Finland as well as Germany – according to a European Commission study by Joerg Peschner and Constantinos Fotakis that took a baseline economic recovery of just 1 percent.

Before the financial crisis erupted in 2008, economic growth in the euro zone averaged 2 percent a year, roughly made up of a 1 percent gain in employment and 1 percent in productivity.

That growth potential, regarded as necessary to maintain the current level of European welfare provision, collapsed during the crisis and is finally returning to most countries. This means a fast decline of unemployment rates throughout most of the EU.

Beware! We not in a “client driven” market anymore but in a “candidate driven” market. This means that there are more vacant positions than suitable candidates available. Some of our clients are still acting as if nothing has changed, but all the statistics are proving that they are wrong. A shortage of highly skilled executives is becoming a serious problem. Even attempting to boost internal recruitment staffing, increasing employment branding or marketing and promising excellent benefits will not do the trick.

Why is an Executive Search Firm necessary in a “Candidate Driven” market?

  1. Professional Candidates are not always happy to have companies approach them. Through a (good and professional) executive search firm, they can determine their chances, values and reflect their career options.
  2. Dedicate industry specific direct search firms have equal or even better knowledge of the industry than the average candidate or client. They know salary structures, industry trends and what is required when it comes to market competences. Through a firm like ours, candidate can determine their existing market value.
  3. Retained search firms are payed for their search services by their clients. This does not mean that they do all the work for the client. They will assist candidates in getting the best deal. Especially if a candidate is undervalued, negotiating through a search firm could be much better than through an internal recruitment officer.

 

An international executive search firm will be of added value for any employer in a “candidate driven” market:

  1. Kennedy Executive Search & Consulting and its partner offices throughout Europe, Africa, America and APAC sees that various specialist are hunted from around the globe. The world is getting smaller. Example: Regulatory Affairs specialists are being recruited from all over Europe for an Asian multinational company and leading supplier of innovative high-tech and healthcare products; Big Data Specialists are being searched and selected from around Europe for a major Sports Brand. Throughout a global presence we are able to assist specialist searches for any employer both locally and internationally.
  2. Most internal recruiters are generalists. They have not the in-depth understanding of certain industry or job specifics we have. They are required and trained to hire generalists but when it comes to specialists, they more likely fail. As a specialist executive search firm, you know the industry specifics and high potentials required for a designated job.
  3. Internal recruiters, LinkedIn and other job related will only focus on high in demand jobs – the services of executive search firms will more and more be used by employers to search and select specialist for difficult searches.

 

Why not contact us at Kennedy Executive? We have 14 offices all around the world – covering Oceana, Asia, Africa, Europe and North America we can attract talent and service our national and international clients throughout the globe.

We have dedicated offices focusing on specific industries: Consumer, Industrial, Finance & Risk, Life Sciences, Luxury and Technology. Each industry is managed by an “Industry Leader” who is dedicating his or her time focusing on new trends and innovations.

As a group, we fill 365 strategic positions in 50 countries this year. One every day. We talk about trends, candidates and clients. Today alone I talked to my colleagues in Vienna and Paris. This Thursday we will have our monthly conference call and all see each other.

And we will manage the candidate in a way that YOUR dream candidate joins you – and not your competition.

Do you enjoy working with a boutique firm that acts locally yet sees the international, the big picture and understand what drives talent globally? Contact us!

 

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9 Networking Tips From A Networker http://www.kennedyexecutive.com/blog/9-networking-tips-from-a-networker/ http://www.kennedyexecutive.com/blog/9-networking-tips-from-a-networker/#respond Sun, 14 Jan 2018 23:01:25 +0000 http://www.jobthoughts.net/?p=535 Most people who know the topic will tell you that the probability that you will find your next job via your network are 80%. Having a solid network is of course also a powerful means to get do sales (the most powerful one I know; I did not "cold call" in years), share knowledge and [...]

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Most people who know the topic will tell you that the probability that you will find your next job via your network are 80%. Having a solid network is of course also a powerful means to get do sales (the most powerful one I know; I did not “cold call” in years), share knowledge and keep a competitive edge.

How can you build and maintain a network that will help you in good and bad times? Here come 9 networking tips from a networker:

  1. You know more people than you think: Reflect upon who you know or should know: what about your university, that nice colleague in the job before last or the sister-in-law of your neighbor? What does your hairdresser or dentist hear today that might help you tomorrow? What are the people in the restaurant next to you talking about (“sorry to interrupt you. I just heard that ABC and wanted to say XYZ”). Be curious, ask questions and develop reflexes to always hunt for new and interesting people you can learn from or you can help you advance.
  2. Quality matters; quantity does too: How to define quality? Is it only people you know personally? Only people you like? Only decision-makers? The more diverse your network is, the richer it can be. And the better it will resist to the next crisis by the way. Do not chase c-level only, don’t try to be friend with everyone on a party or invite/ accept invitations from all LIONs – LinkedIn Open Networkers – members neither. But be open and do not offend people. And don’t be arrogant. There is no one “not important”. Everybody knows somebody.
  3. Let your network live: Keep in touch, call, meet, drop by for a coffee, offer your assistance with a skill you are an expert in. Add value, send regular updates on how you are doing and what you are working on. Ask open questions to encourage responses, give feedback. If you feel like, start a blog or blog in discussion forums. When you google “sales stats”, you will see that “80% of all sales are made between the 5th and 12th contact”. That “sales” is your next job. So you have chase 5-12 times!
  4. Give and take: Most people do not dare to ask for a favor. Yet how do you feel if someone asks you for a favor? I usually feel flattered. Be generous and give when you are asked to help. When I moved back from cross-boarder some years ago, I asked people for favors because I was back in a new/ old market and had to build my business. And guess what: 70% respond “of course I will help you, Jorg, and present you to XYZ”. Give something in return and give feedback on the connection established.
  5. Do what you like: There are clubs or events for everything or everyone. If you take a yoga course, go to a festival of mediaval rites or your national scrabble contest – you can meet interesting people everywhere (maybe people at the mediaval festival have weirder things to say than the ones at the scrabble contest). Choose something that fits you so you are authentic, credible and true.
  6. Meet and talk to people. Do it over and over again: When I ask executive search consultants why they like their job, the answer is always the same: “because I like to deal with people”. This is a good start. Just do it! I met CFOs in a taxi we had to share or a Harvard MBA on the neighbor table in a restaurant who was looking for a job. I even organized a client meeting in a supermarket as the person in front of me talked to the cashier about her challenges in finding adequate staff (no, it was not a C-level job).
  7. Use the social media: LinkedIn but also Facebook and Twitter are tools that will not build a powerful network on their own but which are an efficient means to keep in touch and to reach your network in real time. Online has to become offline at one point of time. You cannot email or tweet a handshake – but a virtual contact can be a very powerful start.
  8. Remember everything you always read and heard about communication: Listen, ask questions, smile, be polite, show empathy, remember what you hear (the names of your contact’s kids, hobbies etc), say the person’s name, do not interrupt. Treat people as you want be treated. Make them feel special if you want special attention.
  9. Be organized: Keep a record and follow-up. Usually, LinkedIn is a good tool to keep in touch (no, they do not pay me though I think they should). Once more do not forget the follow-up because that is where most of us are no good enough at. If you receive a business lead (or a job lead if you are looking for a job), give feedback. If you are asked something, ask one week later how is it going.


Conclusion:

Everybody knows somebody. If you like people, meet as many of them as possible and do it as often as you can. Ask the people in your network when you feel they can help you and most probably, the reaction will be positive. And as a last point: yes, indeed, you should have 1 to 3 headhunters you trust and you like in your network because their network is probably much bigger than yours will ever be!

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