Recruitment Solutions - People Assured

Interview Panelist Supporting Digital Leadership Recruitment

Engaged by the VP, IT Digital Design & Acceleration, a newly formed organization, within a Fortune 500 BioPharma, to serve as an independent advisor and contributor to the leadership team search and interview process
The organization had struggled to find candidates with the requisite skills in new and emerging technologies, processes and methodologies—candidates who could quickly gain credibility with the existing IT leadership team and help accelerate IT transformation.

Research and feedback obtained during the interview process identified that the person specification developed for the role did not map well against the current marketplace and candidates applying for the role, many of whom had not yet delivered in a large organization
A revised strategy was adopted including a combination of upskilling — building the capability in digital innovation and agile methods of existing technology staff — and revising the person specification to seek candidates with a blend of emerging technology, leadership and transformation skills.

Improved alignment between role requirements and the candidate pool
A strengthened leadership team though a focus on candidates with a blend of emerging technology, leadership, and transformation skills
More aligned candidates gained credibility quickly, leading to smoother onboarding, integration, and stronger trust and collaboration.

Engaged by the executive leadership team of a Global Technology Infrastructure & Managed IT Services provider to reshape the recruiting process
The goal was both to enhance the quantity and quality of hires and to streamline the process for practice leaders, alleviating their pain points and expediting candidate onboarding
Despite the practice leaders’ and recruitment team’s and dedicated efforts, communication gaps and bottlenecks impacted the hiring process.

A comprehensive and objective analysis of the recruitment lifecycle across strategy, processes and tools, and organization and service delivery
Mapping out every point of interaction through in-depth interviews and targeted research
A deep dive into industry best practices to identify actionable strategies for improvement, including the introduction of scalable recruitment resources to align with demand forecasts
The establishment of interview panels to accelerate hiring timelines, combined with a focus on the most critical roles and increased emphasis on career path development to build future leaders.

Increased alignment between practice leaders and recruitment teams, leading to fewer candidate rejections and dropouts
A greater emphasis on hiring business-focused technical leaders who brought the ability to both manage and grow the business
Improved recruitment efficiency though elimination of communication gaps and bottlenecks, streamlining the overall process.

Engaged by the Global CIO of a Fortune 500 Consumer Products company to conduct executive searches for 3 key IT leadership roles in a newly re-designed Global Information System (GIS) organization, including VP of IT Service Delivery, VP of Business Intelligence and VP, Strategic Modernization Initiative.

A flexible, strategy-driven approach, first seeking to understand the core business objectives that the new leadership roles would support, which included operational and cost excellence, brand optimization, distribution diversification, and providing a more consistent, cost-effective, and scalable approach to managing IT performance
Upfront investment to understand the characteristics of a successful leader, as well as the leadership style, goals, and culture of the department and company, which helped to target and engage candidates who would be a good fit.

High-quality candidate shortlist
Recruitment of culturally aligned, innovative leaders with strong role competence
The resulting hires played pivotal, long-term roles in ensuring the new GIS organization achieved its objectives.