Executive Search BLOG
 | Enhancing or Fabricating? - Dec 22, 2011 | | Coach or Critic? Management Style Affects Performance - Aug 28, 2011 | | Build a Winning Franchise - May 31/11 | | Float Your Boat - February 1/11 | | Succession Planning STILL the Elephant in the Room - November 11/10 | | It Pays to Do Your Homework - August 24/10 | | Hire for the NEXT Need - June 2/10 | | Avoid Political Hiring Decisions - March 10/10 | | Search Goes Beyond - January 20/10 | | The Future of Executive Search - October 19/09 | | Good Company - September 16/09 | | Local is the New Global - August 12/09 | | Reverse Mentoring? - July 16/09 | | Think Like a Pilot - June 9/09 | | Carpe Diem - May 8/09 | | Time to Lay Low - April 6/09 | | Move 'em on Over - March 5/09 | | Exiting Successfully - February 12, 2009 | | What Makes a Candidate Impressive? - January 13, 2009 | | Looking to Hire Internationally? - December 10, 2008 | | What's Your Market Value? - November 24, 2008 | | International Search Trends - November 10, 2008 | | The Most Common Candidate Mistake - October 28, 2008 | | New Executives Should 'Bunt' - October 14, 2008 | | Different Animal, Different Handling - September 29/08 | | Sell the Challenge - September 22/08 | | The Best Route - September 15/08 | | The Perfect Process - September 8/08 | | Meet the Folks - September 2/08 | | Testing Talent - August 25/08 | | Director Independence - August 19/08 | | Give to Get - August 5/08 | | Plan for Everything - July 28/08 | | Take a Break - July 21/08 | | Follow Your Instincts - July 14/08 | | The Perfect Candidate You Didn't Know About - July 7/08 | | Too Much Information - June 30/08 | | International Search Trends - June 23/08 | | How Many Candidates Are Enough? - June 16/08 | | The Future of Executive Search - June 9/08 | | The Ideal Client - June 2/08 | | Look Way Ahead - May 26/08 | | The Greater Good - May 19/08 | | Failure Can Be Good - May 12/08 | | Money May Tempt... - May 5/08 | | Perspective Pays Off - April 28/08 | | A Leader’s Job is to Lead - April 21, 2008 | | Red Flags or Red Herrings? - April 14, 2008 | | RECRUITING is our specialty- November 26, 2007 | | Be Careful What You Wish For... - November 19, 2007 | | What's Your Real Objective? - November 12, 2007 | | Are You Really Saving Time? - Nov 5, 2007 | | Hard Choices - October 29, 2007 | | Stick to Your Knitting - October 22, 2007 | | Pre-Recruitment Reality Check - October 15, 2007 | | ON HOLD: You're Not Just Losing a Great Candidate - Oct 8, 2007 | | The C.E.O. as a Recruiting Tool - October 1, 2007 |
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Be Careful What You Wish For... - November 19, 2007
 I often hear clients say they want to hire a ‘P&G or GE type’, hoping to take advantage of the comprehensive training and development provided by such prestigious organizations. I advise them to consider whether they’re in a position to benefit from that knowledge, i.e. can it be effectively applied within your particular organization? If not, it will likely become an issue for both the individual and the organization over time, and you won’t be any further ahead.
What the client really wants is high quality talent with strong operational and process knowledge, which is not necessarily exclusive to P&G or GE. There are lots of talented individuals with cutting edge training and knowledge who don’t necessarily come from such lofty roots, and may be a better fit for their organizational culture on a long-term basis.
Lack of cultural fit is one of the most common reasons cited for both termination and resignation. Unless there’s a specific short-term purpose, we always interview and assess for cultural fit to improve the chances of long-term success. So I advise clients not to get fixated on a ‘type’, but on the skills and characteristics needed for that particular role, and how each candidate might fit into the management team or group. So the real question is... Are they a (your organization) type?
Graham Carver, President
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