Episodios

  • The Importance of Clear Job Specs; What Might Happen if They’re Not

    The Importance of Clear Job Specs; What Might Happen if They’re Not
    May 20 2025
    During the last few episodes, we’ve been discussing the benefits of a good hiring team in developing job specs as a foundation for recruiting, evaluating, and selecting successful managers and executives. I was recently asked to do an executive assessment for a media company that (in part) provides information to businesses to help them protect assets and people’s lives, minimize costs, and maximize sales opportunities. It’s been a successful segment that needs acceleration, The position is Senior Vice President. Business Intelligence, a B to B program development and execution role. In prior years, Business Intelligence had its own sales, marketing, technical, and operations groups reporting to a profit center GM. Now these groups are under separate functional leaders in a new matrix environment. So, the only people directly managed by the SVP are project managers and an inside service and sales support team. The job specs focused on the SVP’s needs to be a great collaborator in both program development and implementation. Initially, I’m thinking that collaborative team play is a key element along with strong program analytic, development, organization, and coordination skills. However, the hiring team’s job description used words like “spearhead and drive the business” which sounded more like direct business leadership. The CEO helped me get clearer the organization structure change and the matrix emphasis.
    The candidate’s background emphasized organizational and executive support but not direct business driving positions. That said, there was noteworthy success in business analytics related to mergers and acquisitions and playing a support role in orchestrating these organizational growth deals. In the most recent job, he had some influence in getting his company to create a separate business division of a previously integrated enterprise. He was appointed to a Chief Commercial job where he supported the Sales VP in shaping and negotiating sales contracts at the executive level. The candidate also had nice experience in SaaS companies, a similar to my client.
    Watch https://youtu.be/gOnzkSmSUMg
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    27 m
  • Drop It Like It’s Hot! Snoop’s Interview of the VP Operations/AI

    Drop It Like It’s Hot! Snoop’s Interview of the VP Operations/AI
    May 6 2025
    Last week we described the hiring team to be led by the VPHR for a manufacturing company. We can say that the company custom designs, fabricates, and installs outer glass walls for office buildings throughout the U.S. The hiring team includes Dick Cheney, CFO; Nancy Pelosi, VP General Counsel; Martha Stewart, VP of Marketing; Snoop Dogg, VP of Sales; Bill Clinton, CFO; and Anne Richards, Plant Manager. They have established the job specifications and will each interview a candidate that was sourced by an executive search firm. Our show will focus on one of the interviews conducted by Soop Dogg, the VP Sales.
    Watch https://youtu.be/hvgGS2F1swM
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    31 m
  • What A VP Ops Hiring Team!

    What A VP Ops Hiring Team!
    Apr 15 2025
    Following on to the last episode, you are the VPHR for a manufacturing company. The Board and CEO have chartered you to manage the search and selection of a new Snr. VP Operations. A key part of the role will be to (1) specify AI priorities, (2) secure CEO and Board approval, (3) ensure projects are developed and completed in a timely and cost/quality manner, and (4) effectively lead program execution. Per our last recommendation, you have selected a rather high profile, high powered, highly talented, and diverse hiring team who you will first lead through the process of identifying key job specifications: (1) Job Expectations) (2) Experience and Competency Requirements and (3) Essential Personal Characteristics (relates to the AI executive profile I recommended in the last Episode). (Remember, clear job specs are important for the hiring team, executive recruiter, and the assessment psychologist.)
    Watch here: https://youtu.be/8T_-1w5a6Lw
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    30 m
  • The AI Executive Profile

    The AI Executive Profile
    Apr 1 2025
    Let’s say you’re a VPHR for a manufacturing company that is strategically committed to the productivity, quality, customization, and customer/sales growth benefits of generative* and specialized* AI applications. The Board and CEO have chartered you to recruit and select a VP Operations whose main role will be to specify AI priorities, ensure these application projects are developed and completed in a timely and cost/quality manner, and effectively lead program execution.
    Watch here: https://youtu.be/u9HvXbU-490
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    28 m
  • C-Suite Hiring: What to Keep in Mind

    C-Suite Hiring: What to Keep in Mind
    Mar 18 2025
    Just reviewed a Search Labs’ post on successful C-Suite hiring. We’d like to talk about what makes sense for hiring executives and add some value as well.

    Watch here: https://youtu.be/pXUyayDMm7o
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    30 m
  • Ensuring Right-Fit Selections: The Power of Hiring Teams

    Ensuring Right-Fit Selections: The Power of Hiring Teams
    Mar 4 2025
    In the last episode, we talked about a media company’s need to select the right VP of Marketing and Sales. We cited the importance of a comprehensive screening process including (1) multiple individual or group interviews with senior execs and (2) a psychologist’s executive assessment (interview, standard on-line tests, and report submission). Today, we want to comment on the importance of the hiring team conference in sorting out a candidate’s assets and concerns to enable the right decision.

    Watch here: https://youtu.be/uvhbAHJ-TII
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    30 m
  • The Hiring Manager’s Challenge: Ensuring Right Fit Selections for Hiring Managers and Job Seekers

    The Hiring Manager’s Challenge: Ensuring Right Fit Selections for Hiring Managers and Job Seekers
    Feb 18 2025
    Selecting qualified people who can fit in and contribute effectively is a key hiring manager challenge, whether you’re a mid-manager or senior executive. When the decision is right, you can relax and enjoy the ride. When the decision is wrong, you can look forward to losing 2 times base salary plus the hidden but significant costs of morale problems, customer chagrin, lower productivity, and missed opportunities. Today, we’re going to discuss the advantages of psychological or executive assessment for key people when it is added to traditional hiring methods and other best practices. Traditional hiring will more likely lead to a 40 to 60% (at best) success rate. Adding the pysch assessment dimension and best processes to the hiring equation will boost your success rate to above 80% and ensure that you avoid bad decisions over 90% of the time.
    Today, we’re going to discuss how to optimize your successful candidate decisions.

    Watch here: https://youtu.be/w0RIUBgwjDQ
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    29 m
  • Don’t Get Fired Before You’re Hired!-Job Seeker’s Special III:

    Don’t Get Fired Before You’re Hired!-Job Seeker’s Special III:
    Feb 4 2025
    Today, we’re going to discuss do’s and don’ts in several fundamental areas that can boost your prospects for getting the offer you really want.
    Watch here: https://youtu.be/euJJPaDFXR8
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    42 m
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