Forbes recently launched their first ever ranking of executive recruiting firms. Boyden has ranked #8 out of the 250 firms included in the set.
To assign rankings, Forbes gathered 20,000 responses from executives and HR managers. Forbes asked them to name the top firms with which they had experience. The companies with the most recommendations are ranked highest.
Boyden and other executive search firms on the Forbes list were selected on the basis of results from an extensive independent peer review survey. The survey was conducted and tabulated by Forbes and analytics firm Statista. Working with trade organizations and company databases, Forbes and Statista identified over 4,000 executive recruiters. They polled thousands of recruiters, candidates who have worked with recruiters, and HR managers from a number of corporations, who completed the online survey.
“Boyden’s high ranking on Forbes’ list and other benchmarks support our client-centric strategy and commitment to quality,” said Tom Sorensen, Partner of Boyden Thailand. “It’s important to congratulate our partners and professionals for their dedication to client companies in providing world-class, customized leadership and talent solutions. With so many companies globally matrixed, our teams in some 70 Boyden offices around the world remain a critical resource for many client organizations seeking executive search and premier advisory services.”
The top ten list also included Korn Ferry, Heidrick & Struggles, Spencer Stuart, Russell Reynolds and Egon Zehnder.
There are now about 300 third-party recruiters in Thailand who are licenced to help recruit Thais for jobs in Thailand. Not many know this, but the recruitment industry in Thailand is extremely regulated and is governed by the Job Seekers Protection Act enacted in 1985 (31 years ago). Recruitment companies must submit a monthly report to the Ministry of Labour showing the names and details of the candidates they have helped place with their clients.
Tom Sorensen is a 14-year veteran head-hunter in Thailand, now at Boyden, one of the longest established players in the executive recruitment business. In the world and in Thailand. We asked Tom Sorensen to discuss the changing face of recruitment and the role of recruitment professionals.
Interview question: There are many levels at which candidates may be recruited: CEO, C-Class, mid-career managers, new entrants, office workers, factory workers. What types of recruitment services are most appropriate for each? Continue reading “Secrets of successful selection”
Picture a jigsaw puzzle! Then think about the next candidate you are going to interview. This candidate is like the jigsaw puzzle you just pictured, a human being put together by many different shapes and forms of puzzle pieces.
Imagine for a second that you only have one single puzzle piece and are asked to guess what the complete picture is. Likely an impossible task, wouldn’t you say? Continue reading “Two easy ways to test candidate personality and intelligence”
Your third-party recruitment company, or executive search firm calculate their service fee as a percentage of the successful candidate’s first year’s annual income.
But what is the percentage and what does annual income mean?
The percentage will typically vary from, and be anywhere in between, 15% and 35% and even up to 40%. A standard definition of annual income is the total of the gross salary per month before tax multiplied by thirteen months plus other monetary benefits such as fixed allowances times twelve (e.g. transport, mobile phone, housing). The thirteenth month represents any fixed and variable bonuses no matter how many months a client ends up paying. Continue reading “What fee do you pay recruitment firms, 3 or 4 months’ salary?”
This message is not for you if applicants and candidates are queueing up outside your office every day looking for job opportunities, and you have absolutely no problem in finding and hiring people. Google, Apple and Starbucks come to mind.
Your corporate brand and value proposition may be so unique and spectacular that applicants will be on their knees begging for a job. At that very moment, they will take any abuse and arrogance just to get in the door.
If you recognise yourself and your company in the lines above, you may stop reading now; better check in with me next month.
For the rest of you – don’t stop here. The following may save your career if you are involved in hiring people. I will draw your attention to ten outrageous and rude employer behaviours that will have applicants and candidates going nuts – and not in a good way. Continue reading “10 things candidates will hate you for doing”
This is now a career choice for many. Perhaps it’s something for you?
The interim executive is a highly skilled, seasoned manager who is available for assignments of any duration, to either lend specialised expertise to a strategic project or to fill a critical skills gap.
Interim or contract roles tend to be for a set period of time, typically several months, and tend to be more for experienced professionals with niche skills who have to hit the ground running.
Interim executives are also known as fixed-term-contract-employees. They are employed by our clients in much the same way as permanent staff but for a fixed period only. Continue reading “Is Interim Executive a job for you?”
You be the judge. A candidate forwarded me this email sent to a recruitment company where she was interviewed recently. She is well aware of my frank and candid opinion of those third party and in-house recruiters who still to this day have an air of arrogance in the way they treat applicants and candidates.
I have not heard from you for a few weeks since the last time we talked. I am wondering what the status of my candidacy is. I assume that you are either super busy or my candidacy is not making it to the next step.
However, I expect a big professional recruitment firm has the courtesy to send at least an e-mail to the candidates who didn’t make it to the shortlist.
Continue reading “When a candidate scolds a recruiter”
Why is it such a surprise that many employee and employer relationships end in what I call “recruitment divorce’: Employee Leaves Employer.
It is said that 50% (or more) of marriages end in divorce. That’s a scary prospect that makes many think hard before proposing or walking down the aisle.
Love at first sight during the interview process often turns sour because the assessment was artificial and the employer fell for the candidate’s well-practiced dance.
Too many get duped into assessing presentation over performance. You have just been outmaneuvered by a candidate who had prepared better than you. Basically, you have fallen victim to the 4A syndrome. Continue reading “Love at first sight in recruitment”
It’s one of these questions an inexperienced hiring manager or over-smart recruiter may ask you next time you attend a job interview. Hat’s off to you and my respect, if you have the guts to answer: “To be honest, I am not sure I want to leave”.
If you are a candidate who was nurtured and convinced by an executive search firm or a recruitment company to consider an opening with one of their clients, if you agreed to an appointment with their client to explore a new job opportunity, you definitely have the right to say that you are not sure if you want to leave your current employer. If you are an interviewer, read on to learn what you really should ask instead.
What if the interviewer asks you: “How did the recruitment company find you?” Continue reading “Why do you want to leave your current job?”
If recruiting talented people is one of your top priorities (and it should be if you want to stay a top manager), then spending an hour of your time with your HR Department or your preferred Headhunter is critical to the success of the hiring process.
I’m always puzzled when executives don’t take this briefing more serious because it leaves your hiring partner (whether HR or Headhunter) with a lot of guessing to do. When your hiring partner is left to fill out the blanks with their own ideas on what the job really is, you probably have a better chance of winning in the lottery than getting the best candidate for the job.
Continue reading “Is hiring top talent important in your organisation?”