Are You Still in the Dark How to Lead Your Organization in a Digital World?

Boyden surveys conclude that whilst many leaders feel equipped to deal with the challenges presented by this new dawn, many are still in the dark.

Leaders know they should be doing something, but they are not always aware of what it is they should be doing. Is that you?

Ongoing challenges

It leads us to the ongoing challenge, of companies not only being able to attract the best talent but also retaining that talent.

When an old-fashioned industrial manufacturing company wants to attract digital talent, quite often there is a significant cultural shift required on behalf of the business in order to retain this in demand and often high maintenance talent.

Companies with greater diversity are reported to be more innovative and more profitable. Simply hiring more diverse people is only a small step in solving the issue, inclusion is key. An inclusive culture is critical in retaining talent and creating an environment where there is the freedom to think differently.

An inclusive culture involves the full and successful integration of diverse people into a workplace or industry. An inclusive workplace is a working environment that values the individual and group differences within its workforce. An inclusive culture and workplace make diverse employees feel valued, welcome, and integrated.

There is no doubt that Executives in today’s world are under an immense amount of pressure. The pace of change through technology, the increased threat of cyber attacks, the need to run businesses in a sustainable manner as well as the ongoing war for talent presents more and more challenges for Executive Leaders.

The Future of Jobs

In The World Economic Forum’s 2018 report, Future of Jobs, there are still reports of huge barriers adopting new technologies.

Based on a survey of chief human resources officers and top executives across 12 industries and 20 developed and emerging economies (which collectively account for 70% of global GDP), the report found that just over 50% of employees of large companies would need significant re- and up-skilling in order to fully harness the growth opportunities offered by the Fourth Industrial Revolution.

In a news release from the World Economic Forum, it was reported that business executives are now more positive about the outlook for job creation as businesses have a much greater understanding of the future opportunities made available by technology. But the huge disruption that automation will bring to the global labour force is almost certain to bring with it significant shifts in the quality, location, format and permanency of roles.

  • By 2025, machines will perform more current work tasks than humans, compared to 71% being performed by humans today
  • The rapid evolution of machines and algorithms in the workplace could create 133 million new roles in place of 75 million that will be displaced between now and 2022
  • Urgent challenges include providing reskilling opportunities, enabling remote work and building safety nets to protect at-risk workers and communities

Founder and Executive Chairman of the World Economic Forum, Klaus Schwab, said: “It is critical that business takes an active role in supporting their existing workforces through reskilling and upskilling, that individuals take a proactive approach to their own lifelong learning, and that governments create an enabling environment to facilitate this workforce transformation. This is the key challenge of our time.”

The Future of Jobs report also states the two job types perceived by respondents as critically important in 2020 were data analysts and specialised sales representatives. And the positions which will decline and be in greatest danger of disappearing are data entry clerks, accounting bookkeeping, payroll, and administrative secretaries.

Boyden’s Research

Boyden has conducted its own research and Senior Executive Surveys, such as AI and the Consumer & Retail Revolution and Growth Mindset: Automotive Leadership in Disruptive times.

Boyden has a strong track record of working with many organisations across all sectors in assessing current leadership capability and providing Executive Search for management positions.

If you would like to speak with the Thailand team, please get in touch with me: Tom Sorensen, Partner, tsorensen@boyden.com

Recruitment fraud is a serious problem for anyone hiring staff

Have you ever been cheated, exploited, manipulated and jerked around by a candidate or applicant who wanted a job in your organization? You may have, but perhaps you don’t know?

I have two times – well, at least that’s those I know of. Once with a candidate I had shortlisted for my client. And once when I hired for my own team.

Read in this article how I got cheated by a conman, who I unfortunately hired before I later realized what had happened. And then there was the shortlisted candidate for my client who pretended to be the reference person for herself. You would love this – and learn. Continue reading “Recruitment fraud is a serious problem for anyone hiring staff”

Find the right key words for your Resume and LinkedIn profile

If you are still using clichés or buzzwords like energetic, focused, passionate, motivated, and team player in your Resume and LinkedIn profile, you will forever remain in the big black hole of the Applicant Tracking System (ATS). Never to be seen again. And yes, together with the other hundreds of thousands who didn’t listen, who think they know better, or just didn’t bother study best practice in how to present themselves on the job market.

Ever wondered why you never get invited to a job interview?

Continue reading “Find the right key words for your Resume and LinkedIn profile”

6 reasons why you should hire job hoppers. Seriously!

You can of course ignore or hide from the obvious signs that the world out there is changing, that the staff you hire have other values than we have ever seen before. You can continue to hide your head in the sand (which we jokingly call The Ostrich Syndrome).

Let me ask you this Mr Hiring Manager: are you prepared to commit and guarantee that your company will employ a person up to his or her age of 67? Thought so! Why should this individual then commit to staying with you their whole career? Continue reading “6 reasons why you should hire job hoppers. Seriously!”

7 tips for your resume that Headhunters just love

Why do you think that having a great resume is the single most important part of your job search?

The right answer: because if your resume does not excite and impress anyone, you will not be invited for an interview.

And obviously, if you can’t even get an interview you will never get the dream job. Simple as that and it can be said with these few words:

Resume purpose: To get you an interview ?

Continue reading “7 tips for your resume that Headhunters just love”

How to Give Your Resume a Makeover for 2019

If you think the Resume is to get you the job, then think again!

Here’s the thing you must keep in mind when writing your Resume, also known as your personal marketing pitch.

The real and only purpose of the Resume is simply to get you an interview. It’s the interview that leads you to the job (assuming you are interviewing because you want it).

Important difference between Resume and CV Continue reading “How to Give Your Resume a Makeover for 2019”

9 reasons why I declined the job offer

The candidate told me the story, why he decided to decline the attractive job offer from one of the big guns in the business. The story started when he one day got a call from a talent acquisition officer of the company.

Here you are, this is for you: Recruiters, HR professionals and hiring managers. You will get lots of learning points in this unbelievable real-life story, why a candidate declined a job offer from a famous brand name in the industry.

Continue reading “9 reasons why I declined the job offer”

Stop new hires from walking away from already accepted offers

So true, there is nothing as frustrating as getting that call from a candidate who recently signed your offer letter and employment contract.

After working for months interviewing and selecting the perfect candidate, you get the dreaded call close to the agreed starting date (if you are that lucky) – but in some cases only to have the candidate not showing up on their first day of work.

It’s a fact of life nowadays, it is no longer uncommon for new employees to walk away from an offer that they have already signed and accepted. Or even worse, they are no-shows on their agreed starting date. Continue reading “Stop new hires from walking away from already accepted offers”

What my friends think I do – what do you think?

Happy New Year to all Best Practice Executive Recruitment followers and readers. 

2018 was a record year for Boyden Thailand, in search assignments and income. Some believe the best ever in our history. But hey, we have been in Thailand for 35 years, that’s a lot of history and numbers to remember. Continue reading “What my friends think I do – what do you think?”

Sometimes we recruiters forget that looking for a job is the hardest thing

As the days go by, no one returns your calls, when no one cares to reply to your emails; once again you curse the idiot of a boss who let you go from your most recent job. The guy who told you the company could do without you.  Aaarrgghhh.

As you climb the ladder in the organization, as you move up the pyramid towards the top, as you get bigger responsibilities and tougher challenges, as you also consequently enjoy a bigger pay cheque, so will the risk of being at the wrong place at the wrong time suddenly become very real. Continue reading “Sometimes we recruiters forget that looking for a job is the hardest thing”

3 things most HR Managers still don’t get

You will be surprised when you read this. Something so simple as knowing the Thai Labour law inside out. You would expect that from HR, right?

But here’s the sad news, the unexpected truth of the matter. During the last 15 years of interviewing HR managers, I have personally experienced that 80% of the candidates could not answer three basic labour law questions correctly. Continue reading “3 things most HR Managers still don’t get”

Dealing with an interviewer who won’t shut up – blah blah blah!

You are really in big trouble if you come across a job interviewer who just keeps talking.

What the interviewer really should be doing instead was asking questions, then listening to what you have to say about yourself and your work experience. You came for a job interview not to listen to a marketing presentation. Continue reading “Dealing with an interviewer who won’t shut up – blah blah blah!”

Get your staff pipeline ready for the war for talent

If you find it increasingly difficult to find new staff,  as you seek to grow your business or simply replace some who left you, sorry to say but you ain’t seen nothing yet.

Why is this fact not keeping all business executives up at night? Most have their heads buried in the sand and are seemingly unaware or ignoring the challenges that lie ahead. Continue reading “Get your staff pipeline ready for the war for talent”