Who is the Next Generation of Executive Search by jolinmilioncherie

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									Autumn Edition: September 2004                                           Print Version




   Who is the Next Generation of
        Executive Search?
         A look at AESC member search consultants under 40

The AESC recently surveyed member consultants under 40 to get a feel for the next gen-
eration of executive search consultants: who they are, how they came into executive
search, and where they see the industry headed.

We received responses from 139 executive search consultants working for 45 different
firms in 31 different countries worldwide.


What is their background?
Responses pertaining to background information reveal a global, well-educated, and expe-
rienced group.

Geography
Education




Previous professional experience

The search consultants surveyed had had a wide variety of professional experience before
joining the executive search profession. Only about 10% had come straight to the profes-
sion after completing their education.

Some of the most prevalent background experiences were:

              Sales and Marketing           16%
              HR                            11%
              Corporate Management          10%
              Consulting                    10%
              Banking/Finance               10%
              Recruiting                    9%


How did they get started in the profession?
Discovering Executive Search

Few 8 year olds say “I want to be an executive search consultant when I grow up.” Here’s
how executive search consultants under 40 came across executive search and what they
say attracted them to it:

   • 25% were initially candidates who ended up being recruited by the search firm in-
     terviewing them.
   • 25% said they “fell into it,” entered the profession “purely by chance” or “stumbled
     on it.”
   • 10% became familiar with the profession working as clients of executive search in
     corporate HR departments.
   • 7% really DID say “I want to be an executive search consultant when I grow up”
     - they had a parent in the business and followed in their footsteps.
What They Said...

   “The attraction to working as an executive search consultant was, and is, that you
   work as a trusted advisor on top-level assignment, and you are a small part of a
   puzzle that makes companies more successful by assessing and/or searching for
   top performing teams or individuals.”
   Christop la Garde, Korn/Ferry International, Vienna, Austria. Specialty: Life Sci-
   ences Management Assessment

   “I was attracted to the combination of creativity, overall business knowledge, and
   sales and communications skills needed to be successful in the business.”
   Josh Wimberly, Korn/Ferry International, Atlanta, GA, USA. Specialty: Financial
   Services

   “At my previous position as a Technical Recruiter for a software manufacturer, I
   would watch the consultants from executive search firms come in to win senior
   searches. I came to know and respect these partners of ours and believed that I
   had the right background to excel in executive search.”
   Aileen Taylor, Eric Salmon & Partners Ltd., London, UK. Specialty: cosmetics, fra-
   grance and luxury goods industries



Getting Started
What They Said...

    “I was attracted by the the possibility of doing something that has the variety and
    freedom of consulting, but with a quality of life comparable to that of a ‘normal’
    manager.”
    Massimo Canovi, Korn/Ferry International, Milan, Italy. Specialty: the Advanced
    Technology Sector

    “Like in any service industry, in executive search the concepts of business devel-
    opment, consultative selling, and negotiation, are well developed. This motivated
    me to look at it as a career option.”
    Nirmal Nair, Ray & Berndston, Mumbai, India. Specialty: the Consumer Products
    and Services sector



Experience in Executive Search Industry

A look at how long the younger crowd has been with us.




What are their views?
What Makes a Good Search Consultant?

We asked respondents to tick up to 5 skills/characteristics they thought were the most im-
portant for an executive search consultant to have from the list below. Each option shows
the percentage of consultants who voted it one of the most important.

              Communication Skills                  69%
              Interpersonal Skills                  60%
              Integrity                             58%
              Sales Skills                          51%
              Persistence                           47%
              Drive                                  44%
              Problem Solving Skills                 41%
              Thoroughness/Detail Orientation        31%
              Analytical Skills                      29%
              Creativity                             28%
              Entrepreneurial Skills                 27%
              Team/People Management                 27%
              Organizational Skills                  25%
              Diplomacy                              21%
              Global View                            17%
              Conceptual Skills                      15%
              Financial Skills                       1%
              Technological Aptitude                 1%

What traits are critical for tomorrow’s corporate leaders?

We asked consultants As corporate culture and the business world continue evolve, what
characteristics do you see becoming more important in corporate leaders of the future?

   • Integrity - about 50% of respondents singled out this characteristic as a crucial one
      for corporate leadership in the future.
   • The second most frequently mentioned characteristic was global awareness - one
      out of five respondents cited a global perspective and cultural sensitivity as critical
      leadership traits.
   • Other qualities that came up frequently were transparency, understanding of diver-
      sity and multiculturalism, flexibility, open mindedness, and interpersonal skills.

What They Said...

   “The ability to work across different cultures. As businesses become more global,
   leaders need to be able to motivate and inspire individuals quite different from
   themselves.”
   Elizabeth Sena, Hunt Howe Partners. New York, NY, USA. Specialty: strategy and
   corporate development

   “I think that they will need to understand how to manage a virtual work environ-
   ment. The rules change and policies shift and the upper levels of leadership need
   to know how to shape things accordingly.”
   Sarah Lloyd, A.T. Kearney. Chicago, IL, USA. Specialty: healthcare and life sci-
   ences

   “Integrity, people management and respect, sensitivity to all those issues that are
   not directly related to the business but on which corporations have a deep impact
   (i.e. environment, third world development etc.)”
   Massimo Canovi, Korn/Ferry International. Milan, Italy. Specialty: advanced tech-
   nology

   “Understanding and accepting that there are no permanent enemies, and locating
   opportunities where present competitors become partners!”
   Harsh Kapur-Pillai, Boyden. Pune, India. Specialty: Automotive, Engineering,
   Manufacturing, IT

   “Intercultural skills, communication skills, charisma, lack of prejudice.”
   Michael Ostervall, Ray & Berndston. Stockholm, Sweden
   “The courage to act and change ways of working and rules that seem “given” by
   the corporate culture or the social environment.”
   Jana Martinova, Accord Group ECE. Prague, Czech Republic. Specialty: manufac-
   turing




What is most rewarding about working in the executive search profes-
sion?

What They Said...

   “My independence - I love it! And the portable nature of the business is a close
   second.”
   Debra Ryan, Bonell Ryan Inc. New York, NY, USA. Specialty: banking

   “Being involved in a myriad of different industries, at the forefront of their devel-
   opment.”
   Jed Van Voorhis, Boyden. Taipei, Taiwan. Specialty: IT and consumer banking

   “I get a kick out of finding the perfect ‘fit’ - changing one individual’s career and
   life, while also adding huge value to an organization...one person DOES make
   such a difference!”
   Kathleen Yazbak-Chartier, Bridgestar. Boston, MA, USA. Specialty: non-profit
   leadership

   “It’s so dynamic and stimulating. There is nothing like being able to work for top
   companies on exciting, newsworthy assignments. We work for some of the smart-
   est, most intriguing business people in the world. You can’t beat it.”
   Pepper Lunsford Binner, Korn/Ferry International. Washington, DC and New York,
   NY, USA. Specialty: corporate communications and investor relations executives

   “Successfully placing someone in their dream job.”
   Pauline Ng, Korn/Ferry International. Kuala Lumpur, Malaysia. Specialty: general-
   ist

   “Getting the client to realize that sometimes the right decision/course of action is
   a different focus to their original plan/thoughts. The buzz is seeing the outcome of
   our intervention - sometimes a while down the track.”
   Penelope Peebles. John Peebles Associates. Taipei, Taiwan. Specialty: Geographic
   - New Zealand and Australia
What is most challenging about working in the executive search profes-
sion?

What They Said...

   “The competitiveness working in a very fragmented industry (large firms, bou-
   tiques, single practitioners, etc.)”
   Mark Mulvanerty, Korn/Ferry International. Philadelphia, PA, USA. Specialty: Fi-
   nancial Officers Practice

   “Cold Calling - I work every day at trying to find more effective cold calling tech-
   niques.”
   Masako Muramoto, Boyden. Tokyo, Japan

   “Dealing with the negative perceptions of ‘headhunters.’”
   Sarah Lloyd, A.T. Kearney Executive Search. Chicago, IL, USA. Specialty: Health-
   care and Life Sciences

   “Finding new, GOOD candidates. Average talent is easy to find, but finding new,
   previously unidentified highly talented individuals, i.e. up and coming people, is
   much harder.”
   Alexander Acland, Odgers Ray & Berndston. London, UK. Specialty: education sec-
   tor

   “Maintaining a satisfying work/life balance given the time and energy demands of
   executive recruiting.”
   Susan Boyd, Russell Reynolds Associates. Atlanta, GA, USA. Specialty: financial
   services industry and financial officers function

   “Convincing potential clients of how much value we can add to their business be-
   yond just hiring someone and why we are worth our fees.”
   Ildi Nielsen, Cromwell Partners. New York, NY, USA. Specialty: Financial Services



What changes have you seen in the profession since you started?

What They Said...

   “We are now seeing clients’ purchasing departments getting involved in executive
   search decisions. This results in the client focusing more on price, and not always
   giving as much attention to quality.”
   Denys Monteiro, FESA Global Recruiters - IIC Partners. São Paulo, Brazil. Special-
   ty: life sciences, media communications

   “Competition has definitely increased.”
   Johan Nyberg, Amrop Hever. Stockholm, Sweden. IT/telecom and media

   “It’s taking clients longer to decide when to start a search from a market timing
   and internal structuring standpoint. They are also having a harder time deciding
   on final candidates. All in all, it’s taking more consulting and hand holding through
   the search process.”
   J.W. Ferneborg, Ferneborg & Associates. San Mateao, CA, USA. Specialty: tech,
   entertainment, consumer products, communications
   “Technology and availability of information, specifically the web, have been a boon
   for research. Database technology has also dramatically improved.”
   Matthew McGreal, Korn/Ferry International. Chicago, IL, USA. Specialty: board
   services

   “Because I only do board search, the changes have been dramatic. I now have a
   real dialogue with clients, whereas in the past it was much more transaction ori-
   ented.”
   Theodore Dysart, Heidrick & Struggles. Greenwich, CT, USA. Specialty: board of
   directors

   “All sectors are becoming increasingly international, which means it is important
   to have a global perspective.”
   Emanuela Aureli, Korn/Ferry International. London, UK. Specialty: technology

   “Knowledge of the client’s industry and what keeps them up at night is increas-
   ingly important.”
   Gilbert Carrara, Battalia Winston International



What changes would you like to see come about in the profession?

What They Said...

   “More transparency, more homogeneity in terms of fees/pricing, in order to try to
   defend a level of fees or pricing structure.”
   Pierre Buchsenschutz, Neumann International. Paris, France. Specialty: financial
   services and all lesser known industries

   “More integrity and a higher barrier to entry into the profession.”
   Nick Woolf, Norman Broadbent. London, UK. Specialty: Legal

   “A real delineation in the external marketplace about the difference between Ex-
   ecutive Search firms and other forms of recruitment.”
   Curly Moloney, Moloney Search. London, UK. Specialty: generalist

   “More training for younger consultants.”
   Anna Koff, Rosexpert. Moscow, Russia. Specialty: industrial

   “I’d like to see less transaction orientation and more of a management consulting
   approach.”
   Dominik Falkowski, Korn/Ferry International. Warsaw, Poland. Specialty: manu-
   facturing

   “I would like to see the search industry become more regulated.”
   Corinne Klajda, Accord Group ECE. Warsaw, Poland
Life Lessons

Many consultants find their experiences in search have taught them lessons that are use-
ful outside of the office as well.

What They Said...

   “Never use money as your priority in making a decision.”
   Shirley Kwong, Korn/Ferry International. Kuala Lumpur, Malaysia. Specialty: in-
   dustrial, consumer, healthcare

   “The long term value of Integrity, confidentiality and ethical behavior.”
   Jesus Castillo, Conteven, C.A. Caracas, Venezuela. Specialty: regional - Venezuela

   “I’ve learned the importance of integrity and of relationship building. Also it’s
   taught me that EQ is what matters the most - IQ may get you the job, but EQ
   gets you promoted.”
   Carolyn Chan, A.T. Kearney. Singapore. Specialty: Consumer Products, Profes-
   sional Services Country Managers, Sales and Marketing

   “It’s taught me how important it is to network well. People are the main key to
   successful endeavors.”
   Roy Soon-Tho, Heidrick & Struggles. Singapore. Specialty: Financial Services

   “Never compromise on integrity. Serve both sides of the table with the same at-
   titude.”
   Harald Kringlboton, Amrop Hever. Oslo, Norway. Specialty: CEO function

   “As a candidate, you need to really understand the company/industry to which
   you are marketing yourself and tailor your approach to reflect that. People can get
   a long way based on their approach (i.e., personality is just as important as com-
   petencies in many cases).”
   Lee Rennison, Ray & Berndtson/Tanton Mitchell. Vancouver, Canada. Specialty:
   generalist

   “Never judge a book by its cover and even after reading it something still niggles
   you, take up others views as a point of reference.”
   Ian Almond, Norman Broadbent. Birmingham, UK. Specialty: manufacturing, in-
   dustrial

   “It’s not all about WHAT you know, but WHO you know. It is crucial to constantly
   network with present and past colleagues to stay current and stay involved. Most
   jobs are found through a friend of a friend of a friend of a friend...”
   Samantha Shuller, CareerSMITH, Inc. El Dorado Hills, CA, USA Specialty: engi-
   neering & construction
Dream Searches

We asked consultants if they could perform any search, what would it be? Younger search
consultants are a political group: nearly 40% of the dream searches were for government
leaders.

What They Said...

   “The next president of Iraq.”
   Johan Nyberg, Amrop Hever. Stockholm, Sweden. IT/telecom and media

   “The Controller of digital Radio 7 so that we could get rid of the Clitheroe Kid once
   and for all.”
   Aileen Taylor, Eric Salmon & Partners Ltd. London, UK. Specialty: cosmetics, fra-
   grance and luxury goods

   “The next board of government in Brazil (following Mexico’s example).”
   Renata Fabrini, FESA Global Recruiters. Sao Paulo, Brazil. Specialty: financial ser-
   vices

   “J.Lo’s next husband. Anyone and everyone would be a candidate.”
   Andrew Hickman, Korn/Ferry International. Dallas, TX, USA. Specialty: technology

   “I wish I could have a say in the search of my future son-in-law...”
   Zheng Du, Korn/Ferry International. London, UK. Specialty: Life Sciences

   “The first female President of the United States or female Australian Prime Minis-
   ter.”
   Debra Ryan, Bonell Ryan, Inc. New York, NY, USA. Specialty: Banking

   “The next Prime Ministers of India and Pakistan.”
   Preety Kumar, Amrop Hever Group. New Delhi, India

   “Ringmaster of the ‘Greatest Show on Earth’!”
   Laurie Wilder, Baker-Parker. Atlanta, GA, USA. Specialty: generalist

   “The Men’s Olympic Basketball Team. (I think the firm that performed that search
   should be fired...)”
   Angie Salmon, EFL Associates. Kansas City, Kansas, USA. Specialty: generalist

   “A national head of education who could drive fundamental change, raise stan-
   dards and even the playing field for all socio-economic groups.”
   Susan Boyd, Russell Reynolds Associates. Atlanta, GA, USA. Specialty: financial
   services industry and financial officers function
Closing Thoughts
We gave the next generation the opportunity to “sound off” and have their closing
thoughts immortalized in print. Here’s what some of them wanted to share:

What They Said...

   “Everyone in executive search business should be an ‘Evangelist’ and promote the
   business with its positives and added values.”
   Svetlana Sastinska, Accord Group ECE. Slovakia. Specialty: IT, telecommunica-
   tions.

   “I learned very early how important our role is. One wrong move can bring bad
   consequences to the client company and to the candidate executive’s life. We have
   to have a commitment to quality and not push a project to an end unless you are
   absolutely sure it is a right move. We are co-responsible in a wrong decision and
   with its consequences - as much as with the success.”
   Marina Vergili, FESA Global Recruiters - IIC Partners. Rio De Janeiro, Brazil. Spe-
   cialty: Rio De Janeiro region, CIO’s, high tech industry.

   “In my experience, you can perform Executive Search successfully only if you
   truly love your job.”
   Boban Ilic, Neumann International. Belgrade, Yugoslavia. Specialty: Generalist.

   “Those in the profession need to do more to pool together and “educate” about
   the importance of our role. In Asia, an abundance of contingency players crowding
   and confusing the market about what and how we work. Would like to see more
   professionalism among all that want to play in this game.”
   Carolyn Chan, A.T. Kearney. Singapore. Specialty: Consumer Products, Profes-
   sional Services Country Managers, Sales and Marketing.

   “In question #11, I didn’t checkmark integrity as being important to a search
   consultant’s success. I did that for a reason... as it isn’t essential that consultants
   have this to succeed. I believe that integrity is the key difference between simple
   success & being successful.”
   J.W. Ferneborg, Ferneborg & Associates. San Mateao, CA, USA. Specialty: tech,
   entertainment, consumer products, communications.
The Case for Volunteerism
An Interview with Marian Rich, Consultant, Bonell Ryan Inc.

The AESC is proud of the dedication our industry demonstrates towards volunteerism. The
Case for Volunteerism highlights a different AESC member’s experience with volunteering
in each issue of our newsletter.

Q: When did you start volunteering, and what was your original motiva-
tion for doing volunteer service?

A: I started volunteering when I was in my late twenties. I am a “child of the 60s” and
have always felt that there is too much injustice in the world, in our country and in our
city – the glaring example being the distance between wealthy and predominantly white
communities versus the poor and underserved, primarily Black and Latino communities.
I wanted to do something to make a different, to build bridges between communities and
diverse groupings of people.

Q: Have your motives changed? Has your understanding of volunteerism
changed? Why do you volunteer today?

A: My motives haven’t changed - they’ve developed as I’ve matured but I’m still basically
interested in helping to change the world and make it a better place for all of us. Today
I volunteer because I continue to look around the world and here at home and see that
there is still so much work to be done!

Q: What volunteer organizations are you affiliated with and in what capac-
ity?

A: I volunteer with The All Stars Project, Inc. (ASP), a non-partisan, non-profit 501(c)(3)
organization dedicated to promoting human development through the use of an innova-
tive performance and development based model. The ASP creates outside of school, edu-
cational and performing arts activities for tens of thousands of poor and minority young
people. It sponsors community and experimental theatre, develops leadership training
and pursues volunteer initiatives that build and strengthen communities. The ASP actively
promotes supplementary education and the performance learning model in academic and
civic arenas.

I have done many things over the years - I was one of the Producers of the All Stars Tal-
ent Show Network - the flagship program of the All Stars Project - working with inner city
youth to train them to perform and produce talent shows in High School auditoriums in
their neighborhoods as a way to build an environment in which they can grow, develop
and lead. I am also a founder of the Castillo Theatre, a community-supported professional
Off Off Broadway. I am performer, producer, and fundraiser.

Q: What is the biggest benefit you feel you have received from volunteer-
ing?

A: The joy of knowing that we have given hope to people, especially young people, whose
lives are often hopeless - seeing young people develop into proud leaders of other young
people. The kids give back an enormous amount to the program. We have also built so
many bridges between our affluent and middle class donors and the young people in the
poor, inner city communities that we serve. I’ve had the pleasure of seeing very different
people build with each other and in that process we all discover how much we can build
with our differences. I also find that when I fundraise for the programs I am giving people
an opportunity to give - giving makes us all feel our humanity - that’s an added benefit!

Q: Have you had a mentor or role model or other contact you met through
volunteerism that was influential in your life or career?

A: Yes. Dr. Lenora Fulani, the co-founder of the All Stars Project - she is a wonderful men-
tor and role model. Dr. Fulani is a developmental psychologist by training who has dedi-
cated her life to creating environments where people can grow and develop, especially
youth from the inner cities. Fulani is an untiring advocate for bridge-building and radical
democracy. She (and the All Stars Project) was recently featured on the PBS/BBC docu-
mentary called “America Beyond the Color Line with Henry Louis Gates, Jr.” I often think
of Fulani when I’m being challenged to go beyond “my limits” - I’ll think of what she has
accomplished, with all the odds against her as a Black woman who grew up poor, and then
I’ll think “Gee, Marian, you’ve got it easy, all I have to do is meet the challenges posed by
a hard search!”

Q: Does your firm have employer-supported volunteerism, and what are
your thoughts on employer-supported volunteerism?

A: I work for a boutique, retained firm so we don’t have a formal employer-supported pro-
gram but the President of Bonell Ryan, Debra Ryan, has been a wonderful supporter of my
volunteerism - both as a contributor and as a friend who supports the volunteer work I do,
which is essentially a second career for me!

Q: Did you learn lessons or skills through volunteering that you were able
to apply in your professional life? Have you discovered aptitudes or inter-
ests you did not before know you possessed?

A: The skills that I brought to Executive Search are all skills I learned as a volunteer do-
ing community outreach, fundraising, and producing. I discovered that I could apply these
skills to my professional career when I joined Bonell Ryan Inc. in 1996. The work I’ve con-
tinued to do as a volunteer, especially fundraising, has only honed those skills - in fact my
two “jobs” (paid and volunteer) continue to compliment each other.

Q: Which have you found most valuable personally: Direct Service work,
Committee work, or Board Member work?

A: No doubt for me it is direct service work - there is nothing like performing a show for
an audience made up of people who have never seen a live performance before, or finding
supporters for these wonderful programs, or teaching a teenager from a poor and under-
served community like Far Rockaway, Queens how to stage manage a show and develop
into a leader of other young people.
AESC European Conference
Join us in Brussels on Nov 18 for our conference, “Getting Europe’s Business Dynamics
Right: A critical challenge for the integrated market.”

Visit http://www.aesc.org/conference/europe to view details and to register.

E-mail Brigitte Arhold at barhold@aesc.org with any questions.




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