Posted on December 20, 2019
I have just experienced recruitment utopia. It came in the form of true partnership with an organisation as I placed a talented Chief Customer Officer into their executive leadership team. I am not talking about the one-way-street commonly cloaked as ‘partnership’ between recruiters and their clients where the client serves up their wish-list and the recruiter responds by ticking the boxes. I’m talking about the version of ‘partnership’ that is a reciprocal relationship characterised by openness, listening, agility, a strategic mindset, solutions architecture and leadership. Thank goodness you walked into my life, Converge International.
Working across a range of industries and supporting more than 1,000 organisations across Australia, Converge International supports the mental fitness and productivity of the workforces they partner with, helping organisations to have engaged, productive, healthy and safe team members through their provision of EAP programs and HR consulting services. Converge International are committed to honesty and transparency in everything they do, and if the way they recruit talent is anything to do by, I can say that they sincerely live and breathe these values.
I knew Converge International was a different type of organisation from the start. Their Executive Director of People, Culture and Learning, Petrina Astbury, provided a brief that emphasised the person more than the skills and experience required. I was riveted by her in-depth discussion of values, behaviours, motivating forces and the leadership traits required. Petrina not only drew me the silhouette of the person she was looking for; she filled it in with the colours and shades required for the successful candidate to effectively face into the challenges and opportunities of the role. Ah, briefing bliss. I knew exactly the type of whole-person I needed to find for them.
Rewind the clock for six months, and I was meeting with John Ballenger to talk about his career plans. Towards the end of our conversation, I posed the ‘utopia’ question. If he lived in utopia, how would he describe his ideal new role? He spoke about seeking a values-driven organisation with a higher purpose that he could connect with, authentic leadership and a place where his broad skills set could be fully utilised as part of growth and transformation. Ah, match-making heaven. Enter, Converge International.
The steps that followed could be considered standard in most executive recruitment processes, in one regard. They involved behavioural interviewing, psychometric testing, and various meetings with Board and ELT members. However, there were some key junctures of magic throughout that set this process and Converge International apart:
The impact of this magic on John’s candidate experience was significant.
“From the moment Nicola from People Equity reached out to me, and right through every day of the process, I felt a real connection to not only Converge but also to all the Converge people whom I was fortunate enough to meet. I always felt there was a genuine care and openness to prioritising what was important to me, and their preparedness to be increasingly flexible and ensure that I felt valued as the conversations progressed, I thought, was a testament to the significance Converge places on its people. Meeting the CEO, Jenny George, in a very ‘personal’ way at my first catch-up showed me the importance placed on finding the ‘right’ person, while also giving me a great up-front understanding of the culture and leadership on the business.”
“In the end, the decision for me was an easy one, and since coming on board, and following such an engaging recruitment process, Converge has proved to be everything that I believed it would be.”
In summary, I believe there are a few leaves we can take from Converge International’s book on how to secure the right executive talent:
Ah, Recruitment Utopia.
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