The benefits of operating in Africa have long been recognised and while these economies can be unpredictable but with both South African and Nigeria emerging from recession, many global organisations are looking to enhance their investment and growth plans. Population growth in many African cities is attracting greater investment. In his Agenda column published on 24th June 2018, Iain Dey former Business Editor of The Sunday Times explained that ‘HSBC economist Stephen D King had suggested Africa could account for 40% of the world’s population by 2100’ that ‘there should be opportunities aplenty from this baby boom for UK plc’, but that Brexit distractions meant that this prospect is likely to be an opportunity lost. British businesses should act now. Looking at their talent pipeline and talent succession to make the most of this high growth market. *
The OECD Business Insights on Emerging Markets report from last year described how. “ Urbanisation in Africa is rapidly occurring at an unforeseen pace – the population of cities has doubled in 20 years to reach 472 million in 2015. With such unprecedented growth, coupled with an expanding population in the middle-income range, African cities are an important and growing market for the private sector to build infrastructure and provide goods and services .”** With this renewed optimism and business expansion comes increased competition for talent at the senior level with many organisations increasingly developing local talent.
For organisations where the countries of Sub-Saharan Africa are prime emerging markets, identifying, securing and retaining key local leadership talent is still a major challenge.
Finding effective talent solutions is possible, if organisations look outside of their tradition pools. Using a search partner with an established network of African talent who is also networked with Africans in disapora can provide a competitive advantage.
The cost of failed searches is high and choosing the right search partner, with the right network and highly skilled research capability, is the key to preventing this. If an organisation enjoys a successful relationship with a particular search partner for their Head Office search needs, it doesn’t necessarily follow that their affiliates are best placed to replicate that relationship in another market.
For more information on how Norman Broadbent Executive Search can help you please contact email@example.com or 0207 484 0119 for an exploratory conversation.
*Reaping riches of Africa’s baby boom, Iain Dey, Sunday Times 24/6/18 https://www.thetimes.co.uk/article/iain-dey-who-is-the-villain-at-mr-kipling-t8n0sq568Continue Reading
A Norman Broadbent Group Breakfast Briefing
‘Maximising ROI Through People: HR Analytics’
Global Director, People Analytics and Measurement
McKinsey & Company
Norman Broadbent Group and Calimere Point were delighted to welcome clients and guests to an enlightening and incisive presentation from Keith McNulty – people analytics expert and LinkedIn Top Voice of 2017.
Keith trained as a pure mathematician before pioneering people metrics within McKinsey. Now part-organisational psychologist and part data-scientist with deep knowledge of Artificial Intelligence, he is uniquely placed as a Human Capital Leader and forecaster of workplace trends.
As the world of HR undergoes seismic changes, he highlighted the critical role of data-driven decision-making in maximising talent and business potential. Keith’s key insights included:
In summary, the business world is working towards a moment – maybe 20-40 years from now – in which people won’t apply for specific jobs, they’ll apply to organisations who have the tools to place them in positions that best fit their talents.
The Norman Broadbent Group provides leadership search, interim and consulting services and works closely with Calimere Point to deliver expertise and experience in HR data and data analytics. If you would like to learn more about how we may be of help to you or your organisation please contact:
Dr Paul Aldrich
Norman Broadbent Group
T: 0207 484 0000
T: 020 3170 7745
About The Norman Broadbent Group:
The Norman Broadbent Group is a leading Professional Services firm specifically focussing on Leadership Acquisition & Advisory Services. With an emphasis on ‘Total Talent Solutions’ the Group offers clients a range of complimentary services including Board & Leadership Search, Senior Interim Management, Research & Insight, Leadership Consulting & Assessment, and executive level Recruitment Solutions.
About Calimere Point Risk Advisory:
Calimere Point Risk Advisory is a leading business and data analytics consultancy, with experience across a number of industry verticals including financial services, commodities, utilities and retail. We have developed a strong track record of delivering value from applied analytics for our clients, by leveraging cutting-edge data analytics technologies combined with high calibre execution capabilities. We have extensive experience in implementing advanced data analytics techniques to address human resource challenges by delivering evidence-based insights.Continue Reading
Norman Broadbent is proud to be sponsoring The Guild of Human Resource Professionals’ new HR Leadership Programme, aimed at HR professionals (both generalists and specialists) who have the potential to fulfil a “Head of Function” role in the next 3 to 5 years.
Applications to join the HR Leadership Programme are open until 30th June and it commences in September. Should you have any members of your team who would benefit from the programme – or wish to self-nominate for the programme – then please visit the HR Guild website onwww.hrprofessionals.org.uk to register an interest. Inquiries can be sent firstname.lastname@example.org
As many of the contributors are providing their time pro bono to “give back to the world of people management”, the course is being offered at £2,500 per person, with three scholarships available for individuals whose organisations are unable to fund this cost
Delivered by Heads of HR from world-renowned organisations and supplemented by personal mentoring by leaders in this field, this one year programme comprises the following:
Please see the below the HR Leadership Brochure and also click here for a recent article from the HR Magazine, which describes the programme, its objectives and learning outcomes.
Finally, Heads of HR, or potential candidates, who would like to find out more about the programme, are invited to the Open Evening on 20th June, which will be hosted at 1 Churchill Place London, E14 5H within Barclays from 6 pm to 7.30 pm. This will also provide an opportunity to meet with the HR Leaders and Course Tutors who are managing this exciting new programme for the HR community.
If you would like to find out more information regarding the Open Evening then please click on this link: https://hrprofessionals.org.uk/event/leadership-programme-launch/
The HR Guild look forward to receiving expressions of interest and hopefully seeing you at the launch event.
If you would like to find out how The Norman Broadbent Group can help your organisation, please contact a member of our HR Practice which can be found below:
Today marks the 100th anniversary of the UK’s Representation of the People Act. This legislation enabled all men – and some, but not all, women over the age of 30 – to vote for the first time, eventually paving the way for universal suffrage.
As we quite rightly remember and celebrate this monumental shift towards greater equality, we should pause and applaud how many businesses increasingly recognise that gender, race, and cultural diversity boost innovation and creative problem-solving. Put simply, it is proven that more diverse workforces create better businesses.
But what levers can a business pull to impact its mix of Talent quickly? Here, we evidence how a few simple actions can make all the difference.Continue Reading
The worlds of digital, work and everyday life are converging more and more – and the impact can be seen in ways we never imagined – for good and bad.
….fill in the blank. I have heard it said that digital democratizes entrepreneurship, creates more social justice and is behind some significant protest movements – including the rise of the female voice.
It does create a platform on which, to miss-quote Oprah, “one can speak one’s truth” and be heard – probably by likeminded people – as the search engine algorithms skew page results to reflect opinions, thoughts and beliefs closely related to our own.
Nevertheless, like a new puppy barking innocently as it discovers its new ability and likes both the sound of it and the response to being heard, underrepresented minorities are using digital to claim their rightful share of voice. Business, employees and candidates all need to get wise to this, Its impact is showing to be it’s impact it showing to be both far reaching and ground shifting.
This new transparency I hope will prove healthy for all, however, I suspect like the daughters of Lord Grantham, watching how we all behave and minding our reputations will become central to all decisions we make – in and out of work, for and on behalf of our organisations.
In January 2018, Apple investors urged action on ‘smartphone addiction’; in 2017, advertisers pulled YouTube ads when they were found to be appearing next to videos promoting extremist views or hate speech; research by the Children’s Commissioner for England found children were seeking validation from social media.
For me, the most remarkable muscle flex effect was the speed in which All the Money in the World was reshot with Christopher Plummer, when Ridley Scott reshot with the new lead in 9 days.
Businesses will move quickly when stakeholders are not happy and voice that unhappiness.
As employers continue to respond positively to the voices calling for change, digital will underpin this drive to make the work place fairer and more inclusive. Digital removes obstacles that were once barriers to inclusivity – it allows remote working, flexible working, a “gig” portfolio of work contracts, increasing accessibility through smart software tools like voice recognition software and, a personal favourite of mine, hardware such as Doro phones – which are hearing aid compatible. The pool of talent widens and employers can fill those open vacancies with a more agile and flexible approach to hiring and workplace cultures.
Continuous learning and development underpins the digital workplace and the employee has an ever increasing responsibility to themselves to continually upskill and develop.
The recent call for everyone to code went too far for many – for me it was too big a step to ask. With the growth of MOOCs….[Massive Open Online Courses] from providers like Udacity and Coursera and even more educational content on YouTube, the opportunity to learn has never been greater – offering flexibility and “future proofing” you career.
As a head hunter in digital, let me assure you, demonstrating a commitment to learning has a very positive impact at interview
If you would like to find out how Norman Broadbent Solutions can help your organisation, please contact Jo Cumper, for an initial confidential discussion.
DDI: +44 (0) 20 7483 015 600
Mobile: +44 (0) 48 3015 600
Whilst Norman Broadbent’s Executive Search team successfully closes 95% of assignments, the market average amongst traditional competitors is as low as 60%. And of that 60%, the time from instruction to start date ranges from 9-12 months. There are many reasons why ‘traditional’ search firms fail to deliver and why the process takes so long. These range from average (or no) in-house research capability, a limited understanding of the role and/or market, lack of candidate engagement due to poor brand recognition, poor talent pool management, or quite simply a lack of imagination and going beyond the obvious to identify more diverse or hidden talent.
In the last year, around 50% of talent acquisition assignments managed by Norman Broadbent Interim Management have been the result of another Search firm failing to deliver. Driven by a need to meet commercial objectives, or to relieve the pressure on a heavily burdened management team, hard-pressed clients cannot wait up to 12 months for critical talent. With businesses now facing increasingly complex and time-sensitive issues, clients need urgent talent acquisition solutions which deliver value and outcomes quickly, often within days.
But how are business critical Interim appointments made so quickly without there being any dilution in quality of candidate, process or due diligence?
Respected and recognised by senior professionals and business leaders, Norman Broadbent is a trusted brand. For those who are exploring new possibilities or seeking market advice, we are the firm of choice. This enables us to engage with, and get access to, exceptional talent who, in many cases, have made a conscious decision to explore new opportunities or have taken professional time out. Such talent often drops off the radar and is disregarded by traditional Search firms who focus on the more obvious candidates. We recently helped a client in the retail sector who had been let down by one of the larger Search firms. After waiting for 10 months, our client instructed us to introduce an Interim to help the CEO with his increasingly busy workload. Having successfully introduced the Interim within days of being instructed, the successful candidate said “I’m not sure why I was missed by the first Search firm. I knew them very well and was a client of theirs, but that is now a year ago and before I took my sabbatical.”
Finally, as an Interim Provider, we meet many Career Interims who are committed to this particular professional lifestyle, which sees them move from one assignment to another. However, this is only one of the many diverse talent pools we tap into. As the world of work changes, we meet those who are between roles, women who are returning to work, candidates wanting to change sectors and those relocating to the UK.
Markets wait for no one. If your business is suffering because of a delayed Executive Search and you feel opportunities are passing you by, we could have the solution.
Stay ahead – call us.
For an initial and confidential discussion please contact Angela Hickmore, Managing Director of Norman Broadbent Interim Management.
DDI: +44 (0) 20 7484 0153
Mobile: +44 (0) 74 8301 5584