With millions of executives online it has never been easier to access people. Today’s talent pool is truly global. Many of our clients receive hundreds of CVs a week, however they are often at a loss to find the right candidate for the job. Understanding your business and the challenges of the local market are key elements to making a successful hire. Our Consultants understand the Middle East and North Africa intimately. Shane Phillips Consultants takes an active position on the ground while contributing to the local leadership infrastructure in the communities in which we are active.
We enjoy taking an active role in the region and one example is our weekly radio show. Shane Phillips is live every Thursday evening from 8pm to 10pm on Dubai Eye 103.8 on a show called “Eye on Careers”. The show features a leading CEO or Entrepreneur and explores what personality traits and success factors allowed them to rise to the top of their profession. We buttress our on air presence with a live event every Tuesday night from 7pm to 9pm in the Dubai International Financial Centre where executives meet to discuss their career aspirations face to face.
Our Executive Search process also includes a robust social media offering with the utilization of Facebook, LinkedIn, Twitter, Slideshare, YouTube and other social media platforms. In the 21st Century if you are not using social media as part of your talent acquisition and retention strategy you are simply not being competitive. Our ability to create and distribute content for our intended talent pool gives us an unrivaled digital capability. Our industry is quickly shifting from “Recruitment” to “Talent Brand Management” and our Consultants are able to offer you Digital Media solutions for your toughest talent needs.
Transparency is our competitive differentiator, allowing our clients to see every step of our process. Our senior executive interviews are all recorded for your records allowing our clients to have all the data necessary to make an informed decision without having to sit through 30 hours or more of interviews. Our weekly reports provide an insightful perspective into the market and encourage a dialogue with our clients around the hiring process.
Dr. Pfeffer, Professor of Organizational Behavior at Stanford University, has been studying top performing executives since 1979. His lifetime body of research has identified several key personality traits which top performers share. He has also ranked these traits and has identified most important trait amongst the market leaders. Interestingly leading CEOs in the Middle East also agree with Dr. Pfeffer and often quote this as the most important aspect of a top performer.
CEOs such as Mr. Rick Pudner CEO of Emirates NBD, Mr. V. Shankar CEO of Standard Chartered Bank, Mr. Michael Tomalin CEO of National Bank of Abu Dhabi, Mr. Saleh Lootah Managing Director of Al Islami Foods, Mr. Raza Beig CEO of Splash & Iconic, and so many more agree that this one trait in particular can make all the difference in a professionals performance.
Practitioners and Academics agree, but what is truly fascinating is almost no one is testing for this trait. Our scientifically proven assessment methodology which finds its roots in the 1970s provides insight into your candidates ensuring you make the right hiring decision. Using the Aggregate Cluster Competency methodology paired with the Personality Integrated Factor Profile allows you to understand the candidate’s technical as well as soft skills. These tools provide the bedrock of a proven methodology that creates the right framework to drive a successful hiring process.
Using the Aggregate Cluster Competency model provides the ability to easily compare and contrast candidates on various critical success factors. For example we can see below that John Smith is the leading candidate when his score on every factor is added together and that Andrew Johnson is a close second, however on further analysis we see that Andrew Johnson is actually the worst candidate when we look at Vision, Strategy and Teambuilding, thus disqualifying him for a senior leadership role. Our analysis provides a clear insight into who the right choice should be in any executive search assignment.
Furthermore comparing personality profiles of the candidates in an easy to use graph provides a quick reference point and funds an intellectual discussion about your candidates. For example you can see that John Smith has a highly advanced Analytical Ability while Sean Hawkins has a much stronger People Orientation. When assessing executives it is critical to look at them in relation to each other and not in isolation. Our Executive Search process and Assessment methodology at Shane Phillips Consultants provides the right infrastructure to allow your CXO team to have an in-depth discussion about who the right hiring decision should be.
Shane Phillips Consultants provides Recruitment Process Outsourcing (RPO) solutions. Taking the operational pressure off Human Resources and the senior leadership team to allow them to focus on strategy and value creation for the organization. The average senior hire requires 50 to 80 hours of time to complete from the beginning of the hiring process to the end and junior hires can require countless hours of meetings, job fairs, industry events, school visits and other time consuming activities.
Stop spending hours and hours on interviews, meetings and candidate research. Shane Phillips Consultants can handle the hiring process right from consulting with your managers about your manpower plan to finding the right candidate for the job to on-boarding the successful candidate into the organization. Our RPO offering allows you to focus your internal resources on other issues in the organization and leave your best people to focus on strategic initiatives rather than recruitment and talent acquisition.
When looking to make the next step in one’s career, getting some professional advice can be a huge asset. Walking through a clear process that starts with assessment, then strategic development and then into execution, the average executive can expect a 15% to 35% increase in performance in 12 months. As there can be no fruit without labor, it is critical that the executive is committed to their development and allocates a certain number of hours each week to the program. Candidates must first qualify for the Executive Coaching program.
Shane Phillips Consultants can plan your next leadership event. Given our unrivaled C-Suite network in the Middle East and commanding knowledge in the leadership space it would be our pleasure to help put together a panel discussion of the region’s top business people, organize guest speakers or provide Master of Ceremonies services for your next event.
“I suppose leadership at one time meant muscles; but today it means getting along with people.”
“The time to go into a new business is when it’s badly run by others.”
“ Never doubt that a small group of thoughtful, concerned citizens can change world. Indeed it is the only thing that ever has.”
“In matters of style, swim with the current; in matters of principle, stand like a rock.”
“I start with the premise that the function of leadership is to produce more leaders, not more followers.”
“A leader is best when people barely know he exists, when his work is done, his aim fulfilled, they will say: we did it ourselves.”