Here’s my beef! Why most companies lose before they even start recruiting

The brutal market truth: why do most companies lose before they even start recruiting?

Consider why should leaders join a logistics function? Are companies selling why their brand matters? In the recruitment process, are companies successfully solving their problems and/or getting a better result?  What is driving companies in the executive search and does that match what individuals and their experience/interests can provide? Are we simply replacing “Heads of” with new people in the same role (why?) or is recruitment changing to change outcomes in the logistics sector?

In an F&L online session 5 February, Managing partner and trusted advisor Christoph Szakowski shares the brutal truth and explains why most companies lose before they even start recruiting.  Factors include:

• Context of the organisation and its strategic positioning in the logistics market
• Objectives the role seeks to achieve & readiness of the organisation / hiring committee to engage in discussion with leaders outside their own corporate ecosystem
• Critical audit of key issues determining the value-add of a new manager who should not be a mere “replacement” but a value driver for the organisation and what to pay attention to in this process
• Skills required for a true partnership with a trusted advisor exec search firm (not only in recruitment itself but also in onboarding and successful long-term cooperation)
• Decisive principles for running “winning competitions for top talent” which allow the company to select the right manager while simultaneously maintaining the interest of external leaders considering joining.