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Friday, May 30, 2008

Snazzy Offices and Glossy Logos, Key To Success?

I recently came across this question in LinkedIn by Martin Dangerfield, a Head Hunter in the United States:

When engaging with an executive search organisation either as a client or candidate, how much of your decision is made on branding, logos and smart offices rather than what the search organisation can deliver?

My answer, which Martin selected as the best one from amongst all the replies he received was:

Dear Martin,

I can tell you that an executive search or Head Hunting firm is not about plush, well appointed offices with snazzy logos. A lot of the business my firm (An HR Outsourcing Organization) conducts with Executive search firms on behalf of our clients, happens over the phone without us even meeting the people of the firm face-to-face even once. This is especially the case when the firm is located in another part of the country.
What makes a difference is the quality of service, vis-a-vis the follow-up, the ability to understand the client's requirements keeping in mind the style of functioning, the business beliefs etc in the shortest possible time, apart from the job specific technical requirements obviously.
For example a candidate who's been part of a set up like Google with it's flat hierachy, might not be the best fit into a traditional, family owned business that is very much into the senior-junior way of working. This inspite of the fact that he/she has the requisite expertise and just the right qualifications. A person or a firm that is able to actually emphatise with the situation without losing the professional touch is what is valued by most companies or candidates.
As you have yourself come to realise, a five star office space is no gurantee of performance, just ask the scores of snazzily appointed New York Law firms that have disappeared over the years.
How successful is your initial contact with a candidate or an organization depends on whether you try or can, connect fast with the candidate or the organization's representative ( e.g: the HR Manager) on an individual basis.
For example: There is a huge difference between thinking " Boeing Corp wants me to find a VP for them" and " The Senior HR Manager from Boeing wants me to help him find a VP for his organization".
When you think in the second way, you immediately start connecting in a more personal (but still professional) way. This would obviously make the Manager more comfortable with you than with the representative of a large search firm.

Thursday, May 29, 2008

The HR Story Disclosure Policy

This policy is valid from 31 May 2008

This blog is a personal blog written and edited by me. For questions about this blog, please contact Pankaj(wordsmithpankaj at gmail dot com).This blog accepts forms of cash advertising, sponsorship, paid insertions or other forms of compensation.The compensation received will never influence the content, topics or posts made in this blog. All advertising is in the form of advertisements generated by a third party ad network.Those advertisements will be identified as paid advertisements.The owner(s) of this blog is not compensated to provide opinion on products, services, websites and various other topics. The views and opinions expressed on this blog are purely the blog owners. If I claim or appear to be an expert on a certain topic or product or service area, I will only endorse products or services that I believe in, based on my expertise, are worthy of such endorsement. Any product claim, statistic, quote or other representation about a product or service should be verified with the manufacturer or provider.This blog does contain content which might present a conflict of interest. This content will always be identified.

Saturday, May 24, 2008

The HR Story Resource Site

I have created a site to act as a recource/support center to this blog. Readers will be able to find various HR related resources in the form of Word documents, Power Point presentations, PDF files and the ocassional Jpeg image.
This is my attempt to share and contribute HR resources in a much more comprehensive manner to supplement my articles here.
I have created the site quite recently, so readers will not find too much material on the site right now, but be rest assured that it will be updated very frequently.
Go to the site:
Comments as always, are welcome both on this blog and on the site along with requests pertaining to the field of HR.
Happy Reading!

Wednesday, May 21, 2008

HP Acquires EDS

HP (Hewlett Packard) and EDS (Electronic Data Systems) announced on May13th, 2008 that they have entered into an agreement for HP to acquire the latter for $13.9 billion at $25 per share. EDS is based out of Plano,Texas.

The deal, amongst other things, is expected to be a harbringer of good business for ExcellerateHRO, the HR service firm owned jointly by EDS and Towers Perrin. Until now ExcellarateHRO's only major HR deal has been with Nestle. This is expected to change once HP comes into the fold with it's industry expertise and significantly greater funding abilities.
Certain analysts believe that HP's EDS aquisition could give it a distinct edge over Dell Inc.
More on the HP v/s Dell battle later...