The Forbes list of “Best Recruiting Firms of 2017” is out and Battalia Winston is, once again, prominently featured. So what sets these firms apart and what makes them worthy of this recognition?
All of the recruiting firms named share certain qualities and attributes that make them best in class. Check out their websites and you will find that all claim to have a history of understanding the changing needs and opportunities of their clients and all believe that they best recognize the challenges not only of the client but of the current market. Each firm presents its history of sourcing the “right” candidates to lead a client successfully into the future. All describe themselves as “distinctive” or “differentiated” or best understanding “the science of executive recruiting”. All of this must be true or why would they be selected by an organization as distinguished as Forbes?
Larger firms get on this type of list because of volume and market coverage. Smaller, more boutique firms, make the “Best Recruiting Firms” list because of the mutual loyalty shared between the clients and the firm.
So what makes Battalia Winston stand out in the industry and in this crowd?
Over 50 years of experience working with clients in multiple sectors, many of which are not the focus of larger firms, including non-profit and family businesses.
A tenured team of Partners who directly manage their searches and personally screen every candidate presented to their client.
Due to the care with which clients are selected, “off limits” issues are kept to a minimum.
Use of a Consensus-Based Search process that eliminates potential roadblocks to the search effort, establishes clear expectations for all parties along with agreed-upon timelines and assures a smooth transition.
These elements have contributed to our longevity and success. Notably, 85% of our searches are either a repeat client or one referred by a past or present client. This is a result of developing deep partnerships and long-lasting relationships.
Bruce Walton’s article was featured in the Family Firm Institute (FFI) Practitioner on 10/11/2017. It is a case study of a $100m revenue, third generation company CEO succession. When a family company recruits an outside executive, particularly at the COO or CEO level, candidates pay attention to what they might be getting into. Family businesses have a reputation for being idiosyncratic. Best candidates will look for best practices in use both within company governance and within the search process. It helps to be aware of things they will look for.
New York City, New York – September 9, 2017 – Battalia Winston today announced that the leader of their Life Science and Healthcare team, Gilbert Carrara, Jr., MD spoke at the Martin Tuchman School of Management Fall program on Globalization 2020 at UN Headquarters in NYC on September 8th .
From Davos to Wall Street, concern over job losses, trade imbalances, falling wages and environmental impacts has shifted the pro-globalization consensus, with various camps reflecting diverse perspectives as to the real impacts. Are we witnessing a clearer view of the pros and cons of free trade and nebulous borders or is there a fundamental shift in the view of globalization’s effects and benefits, from those industry leaders, financial elites, and economists, who were once its most ardent proponents?
Also present at the conference were the Dean and professors from the Tuchman School of Management, executives from the UN Headquarters, Verizon, Toys”R”Us, Prudential and IRI Worldwide.
Dr. Carrara spoke directly to the current state of the global job market and the direction it is most likely going to take in the future with the rapid expansion and globalization of businesses. He gave real life examples of how company executives are selecting executives and organizing their teams using people analytics and provided job market perspective on what executive candidates will need to think about when applying for roles in the future. He also discussed the impact that artificial intelligence and machine language will have on the job market in the near future. Gil works with large and small life science and healthcare companies around the globe and has seen the impact that globalization has made on the careers of current senior executives and will most likely make on our future executives’ careers. He concluded by discussing where he felt shortages of talent and global competition will most likely be seen in the future and explained how corporations will need to manage their executives more effectively than in the past in order to retain them.