January 2009 | Edition 1
KCI has completed its 12th year in the executive search industry. We are proud of our accomplishments in 2008 including completing over 200 new search projects throughout various regions of the world. Our database remains one of the strongest in the industry and combined with our strong networks and sourcing capabilities we continue to maintain one of the top placement rates in the industry. Additionally, our client feedback surveys, which are performed after every search, remain very positive.
The year 2009 will be filled with challenges for all of us. As a global firm, we have observed world-wide the changes in our markets. We are very fortunate to be focused on industries that seem to be the most resilient to economic down-turns. Also, in early 2008 we anticipated the market challenges and, through strong planning and discipline, we remain steadfast in our capability to provide top notch service.
There are a number of key trends and developments that intensified in 2008 that deserve your consideration.
• Look Local First — KCI, when practical, "looks local first". In the first 4-6 weeks of a search project, using our Top Talent Inventory of executives who we have already met and continually track (15,000); sourcing capability of others who we know, have met and trust; and original, new research to discover others, we focus on potential candidates already living and working within commuting distance. We never compromise the quality of candidates who we recommend. However, we are conscious of the increasing cost of recruiting and assimilating new talent when relocation is required.
• Who Is My Mentor? — KCI experience since 1996 and our polling of top talent indicates that the most important ingredient to joining a new company in a new job and perhaps a new location has nothing to do with money. Top talent wants to work for other top talent! When companies are not successful at recruiting top talent it often comes down to the "boss" not being seen as a mentor or a teacher.
• Go Global — Again in 2008, more than 50% of KCI search projects were for top talented, functional Vice Presidents to handle "global functions" (i.e. Quality, Supply Chain, R&D and Regulatory Affairs).
• Doctors & Scientists Who Can Lead — With increasing industry investment and importance in research, development, clinical affairs and medical affairs, top talent must bring top leadership skills in addition to top functional skills. So strongly has this trend emerged that companies are hiring top leadership and functional talent from "near-the-box" recruiting targets. PhD’s and MD’s with management and leadership skills are highly sought after.
• Everyone Wants to Be an Entrepreneur — Start-up and fast growth companies comprise approximately 33% of our firm’s business. We understand that not everyone who is successful in big and or multi-national corporations can succeed in emerging growth companies. It seems as if everyone wants to be one! Therefore, our unique methods of testing and behavioral interviews enable us to distinguish those who would succeed in transferring their skills to entrepreneurial ventures.
• New Leaders for New Markets — Top Country Managers in the Middle East including Saudi Arabia, Iran and Pakistan are needed. In some cases, KCI is helping clients replace current Country Managers who are unable work in the results-oriented culture of US or European corporations.
• Replacing Expatriates — There is increasing activity designed to identify and track the top talent, native to and living in Emerging Markets who can succeed expatriate executives — President, Finance, Commercial, Human Resources. This is often called external succession planning or "talent mapping". The idea is to know who the top talent is outside of your company who should eventually be recruited as a succession candidate. The cost of expatriates plays a large role in driving these activities.
• Select the Best — Mergers and acquisitions between corporations and consolidations within companies demand that with fewer people only the top talent be retained. The process for identifying "the best" increasingly includes using an executive resource firm like KCI to provide an objective, market-based evaluation to help decide. The objectivity of a 3rd party consulting firm is invaluable to deciding who to keep.
• Participating on a Board — Senior executives tell us that they have read enough books, attended enough seminars and heard enough lectures. What they are looking for is continued executive development in a meaningful and stimulating manner. Participating on a public or private Governance Board of Directors or Scientific Advisory Board is a great way to keep learning and to do so in a real-time environment. KCI maintains a BOD Inventory of interested, qualified executives.
• Resisting Mediocrity — In a challenging economy, it is very easy for executives to forgo the recruiting of new, executive talent to replace those who are sub-standard performers or to fill positions from within an organization with candidates who are not fully qualified. Even in today’s economic environment where it is harder to recruit top talent, compromising the quality of new, executive talent cannot be tolerated.
KCI was founded in July, 1996. Since then we have completed 3,000 searches for over 500 companies in as many as 40 different countries. Our mission remains to recruit the top talent for our clients throughout the world. KCI employees start every day dedicated to providing the services and results to accomplish this mission. They join me in wishing you the best, personally and professionally, in the New Year 2009!
Ken Clark
Chairman & Chief Executive Officer
Ken Clark International
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Disclaimer:
Ken Clark International used their best effort in collecting and preparing the information published herein. We strive to provide information that is relevant to you and your organization. If we are not meeting your expectations, we invite your feedback at: publicrelations@kenclark.com
