By Jospeh McCool
Joe McCool has written the all-time guidebook for the way to exploit and leverage government recruiters. Written as a professional, McCool covers all key themes with directly candor and transparent phrases, with specified concentrate on tips on how to make your govt recruiter paintings on your top curiosity, ongoing. Sections at the real fee of a foul govt lease, the intersection of seek and onboarding, and seek because the key to management variety are specifically enlightening, rounded out via ultimate chapters on the right way to interact seek experts and top practices for senior administration recruiting. McCool has tremendously enriched the occupation of these who lease, who've been lengthy under-served in regards to the information and coaching they have got.
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Additional info for Deciding Who Leads: How Executive Recruiters Drive, Direct, and Disrupt the Global Search for Leadership Talent
No one on the inside was willing to say “mea culpa,” so all the trouble was piled on the conveniently absent consultant. IN SEARCH OF BEST PRACTICES The bottom line is that executive recruiters and the corporate leaders they serve need to reassess how they do business with one another and find consensus on what leadership really means to shareholders, employees, and customers. In this age of increased shareholder and regulatory scrutiny of boardroom and governance affairs, providing greater transparency into the management succession process will go a long way toward rebuilding the public trust, shareholder support, and employee morale that dissipated in the wake of corporate scandals.
That’s because a bad executive hire comes at the cost of a substantial multiple of first-year compensation, the dollar figure that serves as the basis for executive search consultants’ fee calculations. Many candidates who agree to engage in the executive talent assessment and selection process—and whom I have heard described as “contestants”—are confused about what they are getting into. ” As a result, some bring inflated expectations to the process, while others become emotionally overinvested in it and thus risk doing their careers (and themselves) serious harm.
However, white males with “elite-school” pedigrees, friends in power, and limited lifetime exposure to those in different socioeconomic strata are still the mold for too many search firms. Given those realities, it’s really no wonder that the work of executive search consultants has helped to maintain the status quo and ex- 24 REENGINEERING EXECUTIVE SEARCH AND MANAGEMENT SUCCESSION tend the power of the “good ol’ boy” network. It is easier for search consultants to recruit someone who looks like the person who agreed to retain them (most often the CEO or a senior line or business unit executive) than to challenge the job specification (and risk losing the search assignment) by questioning whether the organization is sufficiently diverse.
Deciding Who Leads: How Executive Recruiters Drive, Direct, and Disrupt the Global Search for Leadership Talent by Jospeh McCool