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Join Johnny Campbell as he chats with thought-leaders, industry experts, award-winning authors, C-suite executives, and pioneers from the world of talent management. Unscripted, conversational, but always full of practical advice, watch live for your chance to get answers from the experts. Also available as a podcast.
Next episode: Wednesday May 5 | 4pm GMT
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Hiring critical talent: The evolution of executive recruiting
Simon Mullins
Looking into the history of executive recruitment, it finds its roots in the mid-1940s, as companies in the US and Europe began to adapt to postwar prosperity. The growing demand for business leaders became a catalyst for the function of executive recruitment. The profession has grown exponentially since then, and while it holds firm to its foundations of searching for talent to fulfill high level positions, there has been an immense evolution.
Our guest today is Simon Mullins, author of Leadership Recruiting and Chief Facilitator at ESIX (Executive Search Information Exchange.) We’ll be chatting about how the lens of executive recruiting has broadened. It’s not solely focused on leadership roles, but also critical talent gaps in organizations that are difficult to source. And this encompasses so much, from talent at a variety of levels to diversity and underrepresented groups.
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"Fear, discomfort and uncertainty are our compasses so don't run from those things, run towards them. Nothing great is ever born from the comfort zone. Get comfortable with being uncomfortable."
CHRO, The Wallace Foundation
"You are in charge of your own career. You need to do whatever it takes to reach your own goals and objectives."
Vice President, Global Talent Acquisition, Oracle
"We are in a really priviliged position in talent roles to help people realise their careers. We should always remember we are dealing with human beings with feeling and emotions. It sounds simple but can often be forgotten."
Head of Talent - EMEA, Adobe
"Don’t seek advice, often times when we look for advice we already know our opinion and are looking for validation. You are the best person to make your own decision so go with your own voice."
Founder, Recruitment Brainfood
"Job applicants should know what they love and what they don't love and recruiters had better find out. The world of recruitment is changing and what managers forget is that they need to re-recruit the people that are already there."
Author, 'Love 'em or Lose 'em'
"You have to be adaptable. You can have a negative attitude to change and that will impact everything badly or you can look at change as an opportunity. "
Chief People Officer, PTC
“To get better engagement with hiring managers and help them get better at their craft, we need to establish what good looks like and then establish feedback mechanisms. One way I have seen this done well is by having recruiters surveyed on hiring manager performance instead of the other way around.”
Founder, Recruiting Toolbox
"P - I = R. Potential minus Interference equals Results. Have a D&I goal and make that goal your potential. Then think of all the things that are going to challenge and potentially derail that goal, that is your interference. Attack all of that interference and get it out of the way so you can get results."
Author, 'RIP the Resume'
"If you're just starting out, find a leader not a job. Somebody you can learn from and somebody that will believe in you. In relation to talent, treat people right. We are in a people business and that needs to be at the forefront of your mind when dealing with people because reputation lasts forever."
CEO, Wilson HCG
"Build a good name. Do whatever you can to invest in others and support the community and your workspace. If you have that as your north star in your career, you will excel and you'll build great relationships and networks.
Founder, Amplify
“Being a recruiter is a relationship business. The ability to build relationships, get people talking, build a network inside your business, and really understand your business is what will make a recruiter successful.”
GVC
“Be up front about the adversities and realities of your organisation. Protect the culture of your company by hiring people that are a match. Don’t just sell the sizzle of the role.”
CEO, PH Creative