Expert Exchange

BIE Executive are pleased to welcome Tom Johnstone to the finance team.

At BIE, we are known for our ability to support businesses going through change, especially when it comes to recruiting strategic hires at the senior end of the market.

The addition of Tom allows the finance team to extend BIE’s end-to-end recruitment capability by providing solutions to help organisations with their succession planning earlier in the cycle. This is through identifying future leaders in finance at a divisional FD level, as well as FP&A, reporting, and financial control.

Passive candidates represent valuable prospects for employers needing to fillsenior executive positions. But how do you ensure that you’ll be considered for these new opportunities?

I talked to BIE consultants Janet Musgrave, James Gherardi, and Eoin Canty, who gave their perspectives on how to boost your visibility to executive search firms, drawing on their own experience of recruiting in the HR, Supply Chain, and Finance functions.

As James says, “The key thing is this is a passive network that we’re dealing with, and most of the roles we are working on we don’t advertise, so you need to be proactive and on our radar in order to be considered for new opportunities."

Editor’s note: This blog post was originally published in June 2016 but has been updated with additional information.

Constant transformation is the norm for businesses today. 80% of organisations are going through a transformation of some sort, according to BIE’s Business Transformation Survey 2018.

But, not all transformations succeed in improving a company’s performance and sustaining those gains in the long-term. Research over a number of years seems to show that the success rate for these efforts is consistently low, with less than 30% succeeding.

So, if the cards are stacked against you, how do you ensure that your business transformation bears fruit?

Recently, we discussed how executive search is a research-led approach, with search firms mapping the market and benchmarking for particular skills, roles, and salaries.

In this post, we aim to help both organisations and candidates alike, understand the fundamental role market mapping plays in executive search. As well as covering the fundamentals of market mapping, I spoke to Sheira Schoeman, Research Manager at BIE Executive, for her insight into market mapping in practice.

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.