The Myth of the “True” Interim Executive

In the interim management industry there’s a common line of thinking that interim managers have a critical inflection point in their careers, before which they were regular employees, and afterwards they are interim managers forever – “true” interim managers. Observed deviations from this are described as mistakes: The executive found they were mistaken about being ...

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The Power and Limits of Negotiating at the Time of Hire or Engagement

Executives seeking a new role who have made it past the first hurdles of CV, short-list and interview(s) eventually confront the final obstacle: Negotiating an acceptable job offer.

This makes many people nervous, especially those with jobs that don’t regularly involve negotiation.

Experts advise you should be excited to negotiate. If someone is ...

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Top 10 European Recruitment Fails

A company’s first international expansion outside its home territory is a milestone event. In many cases, it coincides with a key hire.

Many companies make the international recruitment process harder on themselves than it needs to be, in ways that would be hilarious, if they weren’t so damaging to their prospects in the ...

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The Myth of Exporting Interim Management

International ambitions feature high among interim managers and the UK providers that supply them. A recent survey by the UK Interim Management Association (IMA) found that almost nine out of ten (89%) of the UK’s interim management provider community believe that the number of international assignments will increase this year.

Perhaps these are promising ...

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Seven messages from the 2014 World Employment Conference

Last month’s annual gathering of Ciett, the International Confederation of Private Employment Agencies, saw federations and recruiters from over 30 different countries converge on Brussels for the 2014 World Employment Conference.  This year’s event was hosted by Federgon – the Belgian federation – and included a number of key messages for European recruiters, their clients ...

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Maintaining a relevant sphere of REFERENCE (or: How to protect your referees from nefarious sales calls)

There comes a time in every executive recruitment process when the prospective employer, client or recruiter asks for your references. It’s tempting – and probably correct – to interpret this as a “buying signal”; why would someone bother to follow up with references if he or she didn’t intend to hire you?

By the time ...

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Interim management: the view across Europe

Interim management: the view across Europe

Today, what does European interim management look like? How does it vary by country? What are the forces and drivers shaping interim management for the future? In this Executives Online blog post, we’ll profile a few selected countries, representing different stages of market development, with commentary and insights from the Executives Online managing partners ...

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What Really Happens When You Send a LinkedIn Invitation

A great thing about social media is its openness. It’s now easier and faster to find anyone, and find information about them, than ever before.

Like all great things taken to extremes, this openness is also one of the downsides of social media. It can be, sometimes, rather more open than we’d like ...

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How to Think About and Buy Client-Paid Recruitment Advertising

Most recruitment businesses structure their fees in broadly similar ways, as a percentage of the salary the new employee will be paid. There are differences in timing (on briefing or on placement?), and fees usually undergo the give-and-take of negotiation, but they’re pretty transparent otherwise. A successful management or executive hire is important to ...

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The job for life no longer exists. The average (median) tenure for people’s current jobs in the UK is now significantly less than 4 years, yet only 25 years ago it was almost 10 years. The average number of different jobs held in a lifetime is now 11.8 for men and 10.6 ...

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