In my twenty years in the recruitment industry there have been certain practices that have evolved but many that have remained unchanged. One thing is for certain is that the Right Person for the available position is a requirement that is absolutely non-negotiable. How this Right Person is sourced, attracted and contracted to accepting a
“Your deadline is creeping up, you urgently need to finalise this placement, both candidates performed well in the interview, the decision is split and you need the assessment results to help you select the perfect candidate. Finally, you receive the reports but after reading through it you even more confused. You’re required to give your
Almost twenty one years into our democracy, we are still struggling to generate employment for the majority of our matric and university graduates. However, the irony is that the demand for top executive PDI talent is increasingly greater than the supply. According to the sage principles of Economics 101; when Demand is far greater than
Rethinking your Executive Recruitment Strategy: When you don’t have a successor; Slow down to speed up.
John Brodie –Group Managing Director at Mindcor The day a senior member of an executive team resigns is always a shock to the system, even when there were a few in the know. It is at this time that the team and organisation tends to react swiftly to close the gap. Speed to close