BIE Executive are delighted to be recognised in the Recruiter's FAST 50 2019 rankings.
The Recruiter FAST 50 is prepared by Clearwater International and lists the fastest-growing, privately-owned recruitment companies in the UK, according to a revenue compound annual growth rate over the three most recent annual reporting periods.
Finding the top talent that will take your company where it needs to go isn’t easy. This is why many organisations partner with an executive search firm. An executive search firm works as an extension of your business to identify and engage the best top-level executive talent in the market to match your distinct business requirements.
However, as with most things in life, there are both pros and cons of using an executive search firm to find talent. With this in mind, I talked with some of our search consultants specialising in HR, finance, and supply chain to discuss the pros and cons of using an executive search firm.
With technological advancements bringing a rapid pace of change, most businesses need to look for new ways to drive revenue. But with an almost endless amount of choice, deciding what to do can be tough. And once you’ve overcome that hurdle, the next challenge is figuring out how to do it.
Last year, we explored some of the different approaches organisations have been taking to innovation.
Here, we summarise the pros and cons of four key approaches.
Editor’s note: This blog post was originally published in April 2017 but has since been updated with additional information.
Our original post provoked a lot of discussion around whether or not making the move from permanent to interim is good for career progression. At the time, some candidates were experiencing perceptions that going down the interim management route was a career-ending decision; something that was done just before you wanted to retire and would hinder, if not stymie, their chances of having another permanent role.
The post argued that the market is a lot more fluid than it used to be and that there really isn’t any reason why you can’t move between interim and permanent roles. Rather, your next career move should come down to which opportunity is of more interest to you at that point in time. Indeed, many of the comments supported this sentiment. In fact, the general consensus from those who have entered the world of interim management is that it has defined their careers and led them to enjoy considerable career progression.
Happy New Year! We hope you enjoyed a great holiday season and are excited for 2019.
In our previous post, we reflected on the most viewed BIE blogs of 2018, which covered the popular topics of business transformation, interim management, and innovation.
In this blog post, we wanted to recap the research projects we carried out last year. We tapped into the latest trends in three functional areas, including business transformation, finance, and supply chain. In case you missed them, here’s a rundown of the key findings and themes from each of the reports.
With just one day to go until Christmas, we find ourselves at the end of another year. We hope you have a great break and are looking forward to an exciting 2019.
Here at BIE, we’ve been taking a look back at the most viewed blog posts from 2018.
In case you missed any, here is a recap of the top five.
Whether you need someone to deliver business transformation, to guide you through a merger or acquisition, or to fill a skills gap on a short-term basis; interim managers bring with them a specific set of skills and experiences to take the lead.
It’s the versatility of interim managers that give them an edge. They fill the gaps in an organisation’s skill set and experience. And on a more practical level, they will be used to dealing with tight deadlines, high-pressure circumstances, and navigating established teams.
Interim managers are well-suited to helping organisations solve a broad range of problems, by offering:
With technological advancements bringing a rapid pace of change, businesses need to innovate to drive revenue. But with an almost endless amount of choice, it can be difficult for business leaders to decide what to do. Should their focus be on leveraging artificial intelligence to drive cost out? Or should they concentrate on using IoT to increase organisational efficiency?
But as much as establishing what to do can be challenging, often it’s the how that commands more attention.
While your permanent employees are the backbone of your business, interim managers are an effective solution for the increasing requirement organisations have for filling key skills gaps, especially during periods of transition and transformation.
There are currently around 20,000 interims in the UK, but how do you find the right one for your business?
Here, we outline a step-by-step guide to hiring an interim.
Whether going through a major business transformation, integrating a new system or going through a merger or acquisition, interim managers can be an indispensable resource for businesses going through change.
Interim managers are commissioned at a senior level on an assignment basis and take full line or project responsibility from day one. Not only is hiring an interim manager a big decision, but often the need for an interim is urgent, so it’s important to be aware of the practicalities.
We highlight seven practical matters organisations need to know when hiring an interim manager.