Executive Corner This is a fortnightly column featuring leaders in the executive search industry Finding the right roles for top executives by Wing Kei Search firm's priority is to find win-win solutions Some people might claim there is no such thing as the ideal job, but they would not dispute that certain employees are clearly better suited for their role than others. Where the match is obviously a good one, the job holder tends to work harder, shows greater dedication and will have far more opportunity to make use of their talents and potential. Therefore, it makes sense to put the necessary time and effort into achieving effective matching between employers and candidates, since it will increase efficiency, improve performance and benefit the overall business. This factor is uppermost in the minds of specialist executive search firms asked to find the right candidate to fill a key position in any leading company. According to Sandy Li, general manager of Williams (Hong Kong) Limited, the first thing to look for is a good match between the corporate values of the employer and those of the candidate. "It's important to identify the values because they will affect expectations and behaviour," she says. "Every company sets out standards and goals based on their own values, and staff must understand and be generally comfortable with these. We help our clients to conceptualise their values based on their individual goals." Ms Li adds that a 50-year-old will always have different professional expectations from someone in their 20s because of accumulated life experience. Their basic values, which are a combination of background, skills, knowledge and attitude, will also differ. "Skills and knowledge are easier to recognise, while attitude is something we need to take time to observe. To minimise the chance of any post-recruitment problems, we aim to find out as much as possible about the candidates," she adds. Companies rely on us to identify the sort of people who can add something in terms of human capital Best interests The philosophy of Williams is that both candidates and employers are their clients and that it is an obligation to serve the best interests of both parties. The overriding objective is to find a match which works well and allows a candidate to advance his or her career while providing skills which are in demand. "Companies rely on us to identify the sort of people who can add something in terms of human capital; and we rely on high-calibre candidates to show the ability and desire to fulfil a company's specific needs," says Ms Li, who has over 10 years' experience in the recruitment sector. She adds that, in today's economy, employees must be willing to learn continuously, adapt to changing circumstances, and demonstrate the ability to work well as part of a team. "There is no saying how long it may take to find a person suitable for a certain job, and that applies especially for more senior position. Our view, though, is that it doesn't help anyone if you settle for second best." Ms Li explains that, along with her colleagues, she keeps an eye on how recruits perform after hiring and follows up with the employers for feedback and to assess their level of satisfaction. "We are providing advisory services and allow for a three-month period to ensure a smooth transition. If companies are not satisfied with the candidates we recommend, they normally call and let us know, so that we can find a more suitable candidate." She notes that the guiding principle for recruitment consultants is to understand client needs and provide solutions which are mutually beneficial, When required additional coaching can help the parties involved to communicate more effectively and to focus on qualitative goals. Information gathering To make this possible, it is a major advantage if prospective employers make available detailed information about their priorities and working practices. Of course, they cannot be forced to do so, and in cases where certain essential items are missing, Williams will conduct additional research into the sector to get a fuller picture of what distinguishes the most successful players. "If necessary, we gather extra information about the company by word of mouth or by studying past performance," Ms Li says. As standard practice, contacts are also maintained with a pool of candidates variously qualified to take up positions in a diverse range of industries. She emphasises that it is vital to set high standards when hiring in-house consultants who will have responsibility for meeting client needs. They must have excellent interpersonal and facilitation skills, since up to 90 per cent of their time is spent dealing with other people. Also, they are expected to build an in-depth knowledge of a number of industries and remain alert to any opportunities for developing new business. According to Ms Li, the recruitment sector has great potential for growth as the local economy expands. "The bigger industries such as banking, retail and merchandising are very active in recruitment. One of the other trends we can see in the job market is that there is also more hiring in the logistics sector," she says. Compatible values Key objective is to find a good match between employers and candidates Consultants will look for compatible values, expectations and behaviour If information is made readily available, it is easier to fulfil client needs Recruitment consultants should have excellent interpersonal and facilitation skills Taken from Career Times 18 November 2005 Your comments are welcome at [email protected]