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Penrhyn International Chairman, Nirmit Parekh Speaks at Executive Talent in Asia Summit

Penrhyn International Chairman, Nirmit Parekh Speaks at Executive Talent in Asia Summit – A Global Perspective on the New Battleground presented by Search-Consult.com

PRESS RELEASE

Penrhyn International, a global leader in retained executive search with presence in 21 geographies and annual revenues exceeding US$ 40 million, announced that Mr Nirmit Parekh, Chairman will be participating in a panel discussion regarding the regional differences in recruiting.

Few would argue that Asia represents the major battleground in the Global war for talent. McKinsey calculates that China alone will see a 22-fold increase in the demand for globally experienced leaders over the next decade, and similar talent shortages may be seen in many other parts of the region. As a result, data is already revealing a 20% year-on-year growth in the number of executive searches underway as local firms fight with multinational organizations to attract and recruit top talent.

Against this backdrop, globally minded leaders interested in the latest executive talent trends will convene at the Island Shangri-La Hotel, Hong Kong on November 6-7 to discuss these critical issues. Speakers from across Asia, the United States and from Europe will ensure that this event provides a unique opportunity for delegates to understand how this battle may be won.

The Asia-Pacific region is made up of a number of countries with hugely divergent cultures, economies and socio-political settings. It is, therefore, no surprise to learn that the recruitment approach which works in one country may be less successful in another. This exceptionally selected panel led by Joe D. McCool, Writer on Executive Recruitment, will provide delegates a valuable opportunity to learn from leading experts about the particularities of each country, focusing on how these differences can affect the executive recruitment process.

With more than 18 years of industry experience, Nirmit is regarded and acknowledged as one of the pioneers of retained executive search consulting in India. Over the last decade he has successfully partnered with hundreds of clients. In 2006 he was awarded the Penrhyn Chairman's award for his significant contribution to the network. He has led Board, CEO, COO and other C-suite searches for large Indian Groups and also Multinationals. Nirmit currently serves as the Director on Global Board of the Association of Executive Search Consultants (www.aesc.org), the worldwide association for retained search industry.

Penrhyn International (www.penrhyn.com) is a worldwide partnership of independent executive search consulting firms, working together to provide the highest standards of service in international assignments. Member firms are all leaders in their national markets, and help their clients meet their international staffing requirements through this partnership. Penrhyn International has been ranked amongst the Top 20 retained search firms globally. It was formed in 1979 and today it has 21 partner firms represented in 32 key cities.

For further information, please contact Mr John Chen, Managing Director, Foster Partners South East Asia at johnchen@fosterpartners.biz or mobile +6012 221 6775.

Penrhyn International

Mr Nirmit Parekh
Chairman of Penrhyn International 2007/2008,
2007 AESC Board of Directors,
2007 AESC Asia Pacific Council,
Managing Director and CEO of 3P Consultants, India

Fiderion Joins Signium International

Fiderion Joins Signium International

ATLANTA, GA - Fiderion announced today that it has joined Signium International Inc.'s global network of retained executive search consultancies. The addition of Fiderion significantly strengthens Signium's market position in the financial services and professional services sectors and expands its U.S. presence.

Based in Chicago, Signium International now has 34 offices in 20 countries and plans to continue its expansion throughout the Americas, Europe and Asia Pacific. Signium International Chairman Ignacio Bao said, "The addition of Fiderion, with their financial services expertise, provides an exciting synergy for our global clients in the industry, especially those seeking to expand their operations from Europe and Asia into the United States."

Fiderion was founded in 2002 by James B. Norton, III and has offices in Atlanta, New York and San Francisco. A 30-year industry veteran, Norton was formerly the senior managing director and head of the Americas Financial Services Practice at Korn/Ferry International. He previously served as managing director and head of the Regional Financial Services Practice at both LAI Worldwide and GKR. Fiderion serves a wide range of clients in the financial services industry, from global/specialist asset management firms to hedge funds, banking and insurance.

"A number of global companies already rely on both Signium and Fiderion to maintain a competitive advantage through specialized talent acquisition and industry knowledge. Our new affiliation represents an expansion of our commitment to our clients and candidates," said Norton.

For further information about Signium International and Fiderion, visit www.signium.com or www.fiderion.com.

CONTACT:
Signium International, Inc., Chicago
Sue Speight, 815-479-9415
suesp8@signium.com

or

For Fiderion, Atlanta
LJH Financial Marketing Strategies
Charlotte Luer, 212-925-8703
cluer@ljhfm.com

Fiderion provides executive search and related services to the financial services industry. Any discussion included in this document represents the views of the firm at the time this was written. All expressions of opinion included herein are subject to change without notice and are not intended to be a guarantee of future events. This document is supplied by the firm for information only, and the opinions expressed herein may differ from the opinions expressed by other related businesses and activities. Although information and opinions in this document have been obtained from sources believed to be reliable, Fiderion does not warrant the accuracy or completeness and accepts no liability for any direct or consequential losses arising from its use.

Fiderion Group executive search
Signium International executive search

Blue Chip Expert - New professional social network

New professional social network Blue Chip Expert

How to Field the Headhunter's Call

How to Field the Headhunter's Call

It's smart to give the recruiter a few minutes of your time, even if you're not actively job hunting. You never know when you might be by Joseph Daniel McCool

No matter how secure your current job in executive management, you may someday rely on a corporate headhunter to move your career upstream, either by pulling you out of a bad situation or simply by helping you take your leadership skills to the next level.

You could get called by a headhunter (BusinessWeek, 09/30/07) out of the blue, or a change in control of your current organization—whether through a merger or acquisition, the hiring of a new CEO, or some other dramatic event—could alter your perspective and sense of job security in a hurry.

Just consider how a myriad of new corporate pressures, governance issues, and evolving definitions of effective leadership have steadily combined in recent years to drive executive tenure to an all-time low, according to research by ExecuNet, a leading business and recruiting membership network. Issues beyond your control can rapidly morph a contented employee into a "passive" job candidate—one who's not actively looking but would start listening closely the next time a peer or industry colleague talks about their company's search for new management talent, or who would return a higher percentage of headhunter calls.
Start by Listening

Regardless of how you'd now rate your own career security and fulfillment index, and given the increasing frequency of management transitions, it's worth your while to take headhunters' calls and give them just enough time to see where they might want to lead you. And when the headhunter calls, you're best advised to listen to what he has to say.

Listening is critical to helping you understand a headhunter's reason for calling and assessing how best to respond to this potentially life-changing call. (And make no mistake—many great career coups have their genesis in such a phone call.) You need to establish whether the executive recruiter (or the candidate sourcing representative) is calling you as a referral or information source on a search assignment they're now pursuing, or whether they're trying to qualify you as a potential candidate.

Since the person who called you will likely only provide his or her name and that of the headhunting firm, exactly why he or she has called may not be instantly apparent. It's probably worth giving them a few minutes to explain the purpose of the call and perhaps to answer a few questions. And since you're in a position of influence at this point (the kind of influence that legions of other managers would love to wield) it makes sense, once you've established the purpose of their call, to transition into the role of inquisitor and ask a few questions so you can clearly understand what's going on.

Much of what many executives who've been recruited by headhunters over the years have learned about the courtship process boils down to managing their own expectations about the transition possibilities and the sheer odds that a hiring organization will choose them as its next high-impact management hire.
Impart Information Judiciously

It's important to note that you're in control whenever the headhunter calls. You can choose not to return the call, you can speak with them long enough to answer their questions and clarify any next steps or reason to connect in the future, and you can try to be helpful by offering a referral or sharing some market perspective, mindful that headhunters rarely forget a favor and always value information providers.

They are, after all, fully immersed in an information business.

If it's clear that you're a potential candidate on a search, be honest about your current compensation and straightforward about the kind of compensation you'd expect if you were ever to make a move. If you're willing to relocate, let the recruiter know. Likewise, if you have any personal circumstances that would make moving across the country unlikely, be up-front about that, too.

But in sharing a piece of what and who you know and where you've been and want to go, it's also smart to be somewhat reserved, courteous, and especially judicious when it comes to sharing any of your company's critical data, intellectual property, and intelligence about products in development. Just ask yourself, "With whom else besides this headhunter would I even be tempted to share such sensitive information?"

You don't ever want to reduce yourself to the role of a company mole, lest some recruiters label you as someone who shouldn't be taken out of such an information-rich position. And likewise, given all that's on the headhunters' agenda these days, you don't want to swamp them with information they didn't ask for.
Identifying the Client

Also, don't be surprised if they're unwilling to identify the hiring company on whose behalf they've called. Many headhunters' clients simply won't give them permission to identify them as the hiring organization until much later in the search process and then with only a handful of 'shortlist' candidates. Besides, you can always do your homework on who the hiring company might be, based on the headhunter's general description of their client.

If you have the right stuff the headhunters are looking for, you can bet they'll take you seriously and come back to you in short order if they sense a good match between you and the leadership position they're trying to fill.

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How to Field the Headhunter's Call

How To (Really) Impress a Headhunter

How To (Really) Impress a Headhunter

Why cold-calling is the wrong move and other advice so you can be on the radar of a top executive search firm

If you're already getting the occasional call from a headhunter trying to lure you to a new management opportunity, congratulations: You're obviously doing something right.

Maybe they're calling because you're a good source of market intelligence or because you've been instrumental in introducing them to powerful co-workers and peers. Ideally, they're calling to entice you with an alluring career proposition. Even if that's not the case, the fact that they're calling you for any reason is because they know you're plugged in and have potential. Rest assured, they never forget a favor.

But what if the calls aren't coming? How can you get yourself on the radar of some of the world's most influential headhunters? Here is some advice on how to establish those kinds of career-making connections and how to determine the kind of recruiter who's most appropriate for you.
Different Rules for Different Résumés

If it's still early in your climb up the management ladder, sending your résumé to a contingency headhunter—the kind of recruiter who essentially traffics in active job seekers' credentials—might be one option for greasing your next career move.

However, if you're already a highly experienced and compensated executive, you should never send your unsolicited résumé to a retained executive search consultant, via either e-mail or snail mail. If you've already made this overwhelmingly unwanted overture, do not pick up the phone. If you haven't sent your résumé but think a casual phone call would do the trick, think again. Cold-calling a headhunter is a move fraught with risk and could even stall your senior management career. It just doesn't pay to harass the uninterested headhunter.

The truth is that the world's most influential and well-connected executive headhunters very rarely, if ever, even read or acknowledge unsolicited résumé. And they even less often recruit into a critical leadership position anyone who blindly approached them as opposed to someone they painstakingly searched for. They're called headhunters for a reason. Finding exceptional talent is how they justify their large fees because A-players are seldom looking for work.
With a Little Help From Your Friends

The best way to initiate a relationship with an executive search consultant is to be introduced by a well-connected friend, colleague, industry opinion leader, alumni pal, or fellow association or club member who knows the headhunter personally. For even the most accomplished and widely respected executives, the power of the personal reference simply can't be understated. At this point, especially if the headhunter with whom you wish to connect hasn't already heard of you, your appeal as a potential candidate for a top management job hinges on just what the headhunter thinks of the person introducing you and trumpeting your credentials.

Remember, before the consultant even has an initial meeting with you, his or her impression of your potential for a future search assignments, or perhaps even a current one, will rest in the perceived quality of the messenger and the message.

The quality of your personal and professional networks will preordain the messenger and the caliber of leadership recruiters to whom they might provide you access. This alone should serve as a reminder of why smart executives continually build, expand and, when necessary, leverage their networks. If you don't have one, you better build one.
Building High-Quality Networks

Still not convinced? Bear in mind that executive recruiters find more management candidates from their own networks than from any other source of leadership talent.

That's why the quality of your own networks is especially critical in determining how many degrees of separation there are between the most influential headhunters and the marketing message that someone in your network might take directly to them. That message—ideally something that speaks succinctly to your experience, skills, and know-how—is likewise critical. A lackluster sound byte from the mouth of an otherwise much respected reference won't get the attention of a leading recruiter.

Educate your most networked friends and colleagues about how your experience might translate into a new management role. Keep your message concise and consistent lest you lose control of it. Remember that an appealing message shared by a trusted source is essential and just what you need to get noticed by the world's most influential headhunters. They're the gatekeepers to executive career opportunity and they can serve as especially adept advocates for why you might bring the right mix of credentials to a challenging and especially rewarding job opportunity.

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How To (Really) Impress a Headhunter

MDA Leadership Consulting and Nosal Partners LLC Forge Strategic Alliance

MDA Leadership Consulting and Nosal Partners LLC Forge Strategic Alliance

Two Premier Service Providers Roll-Out Joint Executive Leadership
Consulting Offering

MINNEAPOLIS and SAN FRANCISCO, Oct. 22 /PRNewswire/ -- Executive
Leadership Solutions(TM) firm Nosal Partners LLC and MDA Leadership
Consulting announced today a strategic alliance to provide a full suite of
services to attract, retain and develop high performing leaders.
Headquartered in San Francisco, Nosal Partners delivers retained executive
search, executive leadership development and interim executive solutions.
Based in Minneapolis, MDA Leadership Consulting provides executive
integration coaching and a broad range of leadership consulting services
designed to promote sustainable business results through better leadership.
Under the agreement, the two firms will deliver executive leadership
consulting services throughout North America as part of Nosal Partners'
Executive Leadership Solutions offering. Their suite of joint services will
focus initially on support for leadership development and organizational
alignment, as well as Executive Integration Coaching built into qualifying
Nosal Partners executive search assignments, and CEO Selection and C-Level
Succession Planning.
"Our firms' strategic vision, complementary areas of expertise and
philosophies around client management are in perfect alignment," said
Sandra Davis, CEO and founder of MDA Leadership Consulting. "We sought a
retained search partner who could help round out our services in attracting
high performing talent."
"With Nosal Partners we're getting that plus so much more, said Paul
Batz, president of MDA Leadership Consulting. "Their business model
integrates retained executive search with executive development services,
which is unique in the marketplace and demonstrates a strategic
understanding of the executive leadership issues faced by organizations
today."
"We are delighted to partner with an executive leadership development
firm renowned for its high-touch delivery to help us service the
requirements of our growing clientele on the broad spectrum of leadership
challenges facing organizations today," said David Nosal, Chairman and
Chief Executive Officer for Nosal Partners. "MDA shares our philosophy that
superior leadership is a competitive advantage, and while that may start
with getting the right person in the right job, organizations need support
on a broad range of executive leadership issues. Together Nosal Partners
and MDA Leadership Consulting are committed to delivering flexible,
customized leadership solutions tailored to our clients' needs."
About MDA Leadership Consulting
Founded in 1981 by Sandra Davis, Ph.D., L.P., MDA Leadership Consulting
helps organizations create outstanding, sustainable results through better
leadership. Headquartered in Minneapolis, Minnesota, MDA Leadership
Consulting provides succession and talent planning, CEO selection, talent
assessment, competency development, individual development planning,
executive coaching, customized leadership development programs, executive
team development, organizational alignment and change management
consulting, and M & A talent integration. For more information, visit
http://www.mdaleadership.com.

About Nosal Partners
Nosal Partners LLC is the first and only Executive Leadership Solutions
firm. Headquartered in San Francisco and with capabilities around the
globe, the company delivers flexible, customized executive search,
executive leadership development, and interim executive leadership
solutions to a worldwide clientele. For more information, please visit
http://www.nosalpartners.com.

SOURCE Nosal Partners LLC
MDA Leadership Consulting and Nosal Partners LLC Forge Strategic Alliance

Bishop Partners has recruited Kevin Davis as president and chief operating officer at Hollywood.com

Bishop Partners has recruited Kevin Davis as president and chief operating officer at Hollywood.com. Mr. Davis was previously the vice president and general manager of Variety Online for Reed Business Information.

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AESC's SearchWire New Searches

Russell Reynolds Associates is conducting the search for the replacement of Niklas Zennstrom, who has stepped down as CEO of Skype

Russell Reynolds Associates is conducting the search for the replacement of Niklas Zennstrom, who has stepped down as CEO of Skype. Zennstrom, who co-founded Skype in 2003, will become non-executive chairman of the Skype Board of Directors. Michael van Swaaij, eBay’s Chief Strategy Officer, will become acting CEO until a permanent successor is found.

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AESC's SearchWire New Searches

Heidrick & Struggles International's nonprofit practice has announced the completion of the American Diabetes Association’s search for a new CEO

Heidrick & Struggles International's nonprofit practice has announced the completion of the American Diabetes Association’s search for a new CEO. Laurence Hausner, formerly the COO of the Leukemia & Lymphoma Society, was the successful candidate in a search run by Wendy Pangburn and Nathaniel Sutton.

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AESC's SearchWire New Searches

The Onstott Group, has placed Jon Pilkington as Vice President of Marketing at Metatomix

The Onstott Group, has placed Jon Pilkington as Vice President of Marketing at Metatomix, Inc., a provider of Semantic Middleware solutions to financial services, justice, manufacturing and life sciences organizations. Jon brings 21 years of experience to Metatomix. Prior to joining, Pilkington spent 12 years at Cognos in a variety of senior roles and helped grow Cognos from $150M to nearly $1B.

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AESC's SearchWire New Searches

Spencer Stuart has been retained by Sprint Nextel

Spencer Stuart has been retained by Sprint Nextel to help in their search for a new CEO. The firm is assisting the board in evaluating several candidates from the U.S. and overseas. The goal is to name a successor to Gary Foresee, the beleaguered former chief executive who was dismissed soon after unexpected third quarter losses, in as little as two weeks and no later than 30 days.

AESC's SearchWire New Searches

Dennis Carey Joins Korn/Ferry International as Senior Client Partner

Dennis Carey Joins Korn/Ferry International as Senior Client Partner

LOS ANGELES, Oct. 11 /PRNewswire-FirstCall/ -- Korn/Ferry International , a premier global provider of talent management solutions, today announced that Dennis Carey has joined the firm as Senior Client Partner and member of the CEO Practice, based in Philadelphia.

Mr. Carey joins Korn/Ferry from Spencer Stuart, where he was a member of the Board Services, Industrial and Technology, Communications & Media practices. While there, he founded G100, which gathers CEOs from 100 top U.S. multinationals to exchange ideas, as well as the Chairman Academy and the CEO Academy, immersion courses for newly appointed CEOs and Directors of the world's leading companies.

"With Dennis we add yet another significant industry leader to our firm," said Chief Executive Officer Gary Burnison. "As one of the most prominent recruiters in the CEO and Board space and with countless high-profile engagements to his credit, Dennis' extensive experience and global network will assist Korn/Ferry in capturing even greater market share at the highest levels of executive recruitment."

Mr. Carey holds a Ph.D. in finance and administration from the University of Maryland and was a post-doctoral Fellow at Harvard University in 1982-1983. He has held visiting Fellowships at Princeton Theological Seminary and the ECC. Mr. Carey has authored numerous articles on corporate governance, director recruitment, board compensation, and business strategy related to spin-offs. He also has published three books: CEO Succession, The Human Side of M&A and How to Run a Company.

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Dennis Carey Joins Korn/Ferry International as Senior Client Partner

EBS fails to lure their target

EBS fails to lure their target

Rudderless EBS has been snubbed in its attempts to lure National Irish Bank's chief executive Andrew Healy to replace departed boss Ted McGovern.

Top executive recruitment firm Amrop Hever made overtures to Healy about taking the €760,000 per year EBS job in recent weeks. According to sources, Healy turned down the offer. The banker was unavailable last week and NIB declined to comment.

Since taking the helm at National Irish Bank two years ago, 39-year-old Healy has led a remarkable turnaround at the Danske Bank owned business. Earlier this year NIB announced that it had grown its loan book by a hefty 51 per cent, with innovative products like the LTV mortgage driving much of the new business.

The failure to land Healy represents a major setback for the building society. A spokesman for EBS said that he was not aware that Healy had been contacted. "The headhunters do that. They ask people, if they throw their hat into the ring we'll look at them objectively. If they don't we won't," he added.

CEO Ted McGovern's recent departure from the building society came after an embarrassing public row over the re-appointment of non-executive board member Eithne Tinney.

Although McGovern indicated that he had been planning to step down for sometime, the EBS was clearly not in the position to replace him at such short notice.


EBS fails to lure their target - Irish, Business - Independent.ie

Alexander Hughes Community Center

Alexander Hughes Community Center

Alexander Hughes Community Center is one of the City of Claremont sites that is available for community groups for classes, workshops, and meetings. A daycare center is located there. Also, the offices for the Human Services division of the city of Claremont are there.

Alexander Hughes Community Center is one of the City of Claremont sites that is available for community groups for classes, workshops, and meetings. A daycare center is located there. Also, the offices for the Human Services division of the city of Claremont are there.
Tags: community center
Hours: 8 a.m. - 9 p.m. or per arrangements

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Alexander Hughes Community Center - Claremont, CA - Inland Valley Daily Bulletin

Dealing with dissatisfaction

Dealing with dissatisfaction

Employee dissatisfaction, if not dealt with, transforms into angst that stifles motivation, inspiration and high performance levels, and breeds discontent and attrition amongst organisations, discovers Nandini Patwardhan

Employee dissatisfaction starts with a few murmurs, "Am I living in the Land of blah?" "Do promises mean nothing?" The talk soon leads to a change in behavioural patterns, resulting in probably a slowdown in work and employees saying "no" to extra work.

Executives and bosses, if you identify with the above scenarios, then you are in the danger zone, and it is time to find a necessary solution.

Employee angst not only propagates demotivation, but often goads an individual leave the company. And you can imagine the impact, when a top performer leaves. "I believe it is (employee angst) a very important factor as it is a natural tendency of every good employee/top performer to grow and prosper," says Tejinder Pal Singh, Partner and Head-Healthcare Practice India, Transearch India. "If opportunities do not exist for such an employee, he will move on for greener pastures to satisfy those needs," he adds. What is worse, it affects productivity and overall morale. Unhappy customers and a drought of passionate employees propagate politics at work and other integrity issues, making the overall situation difficult for both, the employee and the employer. Thus companies not only have to deal with high attrition, but also have to take measures to deal with the negative vibes around.


Dealing with dissatisfaction - Express Pharma

Just Look at Yourselves - CFO Europe Magazine - October Issue - CFO.com

Just Look at Yourselves
Board performance assessments are still a work in progress.

It's like having children mark their own homework, quip governance experts at ICSA International, a professional body for company secretaries, after recently studying a number of corporate board self-assessment programmes in the UK. They say many "in-house" programmes being run by companies are not "sufficiently rigorous" — not only do they suffer from subjectivity and the cynical support of chairmen, but they also tiptoe around serious problems and shy away from being too critical of individual board members whose work is not up to snuff.

So much for the good intentions of this post-Enron governance reform. Starting in the US and picked up across the Atlantic, the idea of having boards undergo annual performance reviews to help them do their jobs better is certainly worthy. Today, according to a 2007 corporate governance report from headhunter Heidrick & Struggles, the use of board evaluations varies greatly across Europe. Most countries fall somewhere in between Italy, where reviews are nonexistent, to Sweden, where they're standard practice at all but a few companies. (See "Open Up" at the end of this article.) Yet a spying case at Hewlett-Packard and corruption charges at Siemens are just a few reminders why a growing number of stakeholders will be crying out for more board performance reviews....


Eila Rana
CFO Europe Magazine
October 01, 2007
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Just Look at Yourselves - CFO Europe Magazine - October Issue - CFO.com

Ryerson names new CEO

Ryerson names new CEO

Exiting Ryerson execs to get $54 million

(Crain’s) — Three top Ryerson Inc. executives who got their walking papers from the steel distributor’s new owner will leave with more than $54 million in payments triggered by the Chicago-based company’s sale last week.

CEO Neil Novich leads the way with a $30-million payday, $18.3 million from a “change-in-control” agreement and $11.7 million from stock options converted into cash in the $1-billion acquisition of Ryerson by Platinum Equity LLC, a California-base private-equity firm.

Ryerson CFO Jay Gratz will pocket $12.5 million — $8 million from the change in control and $4.5 million from stock options. Executive Vice-president Gary Niederpruem gets $12 million — $7.6 million from the change in control and $4.4 million from options.

Ryerson announced the executives’ departure Wednesday, less than a week after the sale to Platinum closed. The payments are spelled out in a Ryerson SEC filing last month that assumes a Nov. 1 termination date for the three. New CFO Terence Rogers, promoted from vice-president of finance, couldn’t specify when the three would leave but said their payments wouldn’t “materially change” from the figures outlined in the filing.

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Chicago Business News, Analysis & Articles | Exiting Ryerson execs to get $54 million | Crain's

EONCAP Islamic Bank Names New CEO

EONCAP Islamic Bank Names New CEO

KUALA LUMPUR, Oct 24 (Bernama) -- EONCAP Islamic Bank Bhd, a member of EON Bank Group, has appointed Fozia Amanulla as chief executive officer effective Sept 28, 2007.

"Fozia has vast experience in Islamic and financing services, specialising in structuring Islamic debt capital market products," EONCAP said in a statement today.

She was previously the head of Islamic debt capital markets at Aseambankers Malaysia Bhd.

"Her forte in Islamic banking will hold her in good stead in building up the Islamic banking business amid the challenging environment," the bank said.

Malaysian National News Agency :: BERNAMA

Volvo Trucks names new CEO

Volvo Trucks names new CEO

Volvo Trucks North America announced Tuesday that Per Carlsson has been named president and CEO.

Carlsson, 47, who comes from Volvo Powertrain Sweden, will take his post Jan. 1. He will take over for Peter Karlsten, who on Dec. 1 will become president and CEO of Volvo Powertrain, as well as senior vice president of technology for the Volvo Group and a member of the Group Executive Committee. Volvo Trucks CFO Lars Thoren will be acting president after Karlsten steps down.

Prior to his current post, Carlsson was chief financial officer for Volvo Trucks. Volvo Truck North America is based in Greensboro.

Volvo Trucks names new CEO - The Business Journal of the Greater Triad Area:

NutriSystem names new CFO

NutriSystem names new CFO

NutriSystem Inc (NTRI.O: Quote, Profile, Research) said it named David Clark chief financial officer effective Nov. 26, replacing James Brown, who announced his departure in August.

Clark most recently served as CFO at Claymont Steel Holdings Inc (PLTE.O: Quote, Profile, Research), the fitness products company said in a statement. (Reporting by Sharangdhar Limaye in Bangalore)

Reuters

Korn/Ferry Names Stephen Giusto as Chief Financial Officer

Korn/Ferry Names Stephen Giusto as Chief Financial Officer

Korn/Ferry International, a premier global provider of talent management solutions, has announced that Stephen Giusto has joined the firm as Executive Vice President and Chief Financial Officer. Since 1999 Mr. Giusto has served as Chief Financial Officer of Resources Connection, Inc., a global professional services firm. At Korn/Ferry, Mr. Giusto assumes the position previously held by Gary D. Burnison, who was appointed Chief Executive Officer in July 2007.

Mr. Giusto co-founded Resources Connection in 1996 and was appointed CFO in 1999. Prior to Resources Connection, Mr. Giusto was a partner in the real estate practice of Deloitte & Touche LLP.

Mr. Giusto will be based in Korn/Ferry's headquarter offices in Los Angeles, and will report directly to Mr. Burnison. In his new role he will oversee all aspects of the company's finance and accounting, including financial reporting and investor relations, as well as managing the company's balance sheet, capital structure, and reporting and control mechanisms.

About Korn/Ferry International

Korn/Ferry International, with more than 80 offices in 39 countries, is a premier global provider of talent management solutions. Based in Los Angeles, the firm delivers an array of solutions that help clients to identify, deploy, develop, retain and reward their talent. For more information on the Korn/Ferry International family of companies, visit www.kornferry.com.


Tax Grotto:

Penrhyn International Announces Anders Borg as recipient of 2007 Chairman’s Award

PRESS RELEASE

Penrhyn International Announces Anders Borg as recipient of 2007 Chairman’s Award.

Penrhyn International, a global leader in retained executive search with presence in 21 geographies and annual revenues exceeding US$ 40 million, announced that Mr Anders Borg has been elected to receive the 2007 Chairman’s Award for his outstanding contribution to the organization. Mr. Anders Borg, President of Hansar International, Brussels, Belgium was selected as the 2007 recipient of the Chairman's Award at the Penrhyn International annual global meeting in Düsseldorf, Germany. The Chairman’s Award was first conceived by Mr Skott Burkland who was then Chairman of Penrhyn International from 2003-2006. It is to recognize the Partner who made the most significant contributions to Penrhyn International during the year.

Mr Borg led the Penrhyn International new membership activity in 2006-2007 coordinating the total global activity and guiding it resulting in the recruitment of 7 new firms in that year. Together with 2006 year being very good in economic terms for all the members, the new recruitments led to Penrhyn growing by 50% in revenue terms. Mr Borg added “It is also worth mentioning that it was not a mass recruitment but a number of several much focused actions in key business areas of the world. I relied heavily on the regional heads of those activities and, as always is the case, I could not have done it on my own. It was a matter of getting people to work together - encouraging, supporting and motivating them to move ahead.”

Mr Borg is one of the longest serving partners of Penrhyn International and has been responsible for recruiting many of the other member firms. He served as the Penrhyn Chairman for 3 years from 1994 -1997. He currently holds the Treasurer position and has been serving in that role for the past 10 years. He had also been elected into various key committees over the years and has served tirelessly with full commitment.
Mr Borg started his firm Hansar International (www.hansar.com) in 1986. Most of his firm’s work is transnational with 70% in Europe, Middle East and Africa and almost 30% truly global. "It is an honor to be chosen by my peers to receive this prestigious award" said Mr. Anders Borg. "I look forward to further grow the Penrhyn International presence across the world."

Mr Borg is currently the Vice Chairman of the Association of Executive Search Consultants (www.aesc.org), the worldwide association for retained search industry. He also serves as the Chairman for AESC Europe, Middle East & Africa. He added “I was an 'international member' while the organization was still a US based association. I then got involved in the setting up of Europe when AESC transformed into a truly global organization and has been on the EMEA board in several functions since the 90's. In addition to the Europe involvement, I have the last 4 or 5 years served on the global board.”

Penrhyn International (www.penrhyn.com) is a worldwide partnership of independent executive search consulting firms, working together to provide the highest standards of service in international assignments. Member firms are all leaders in their national markets, and help their clients meet their international staffing requirements through this partnership. Penrhyn International has been ranked amongst the Top 20 retained search firms globally. It was formed in 1979 and today it has 21 partner firms represented in 32 key cities.

For further information, please contact Mr John Chen, Managing Director, Foster Partners South East Asia at johnchen@fosterpartners.biz or mobile +6012 221 6775.

Penrhyn International

Spectacular growth of Penrhyn International, a global executive search organisation, will take the group into the top 15 search companies worldwide

PRESS RELEASE

Spectacular growth of Penrhyn International, a global executive search organisation, will take the group into the top 15 search companies worldwide.

At the 2007 AGM held in Düsseldorf during the first week of May, the Chairman of Penrhyn International, Ian Nankivell of Fish & Nankivell Australia, announced that Penrhyn now has 21 partner firms, with 80 consultants, and conducted over 700 assignments per annum. Annual fee income has increased from US$22 million to approximately US$40 million.

Over the past year, the 6 firms that joined Penrhyn are:

• Foster Partners Asia - offices in Shanghai, Beijing, Guangzhou, Nanjing, Ningbo, Kuala Lumpur, Ho Chi Minh City and Hong Kong
• Proposte – offices in Turin and Milan, Italy
• The Dingman Company – Los Angeles, California, USA
• The McIntyre Company – Columbus, Ohio, USA
• Taylor Winfield – offices in Dallas, Texas and Silicon Valley, California, USA
• Aretes Consultants – Warsaw, Poland

Ian Nankivell, the Chairman of Penrhyn International, said “although we were pleased with the growth of the organisation, it was particularly significant that Penrhyn’s representation in important geographies such as Asia, North America and Eastern Europe was substantially strengthened to allow us to better serve the global needs of our clients”.

At the 2007 AGM in Düsseldorf, Penrhyn International members elected Nirmit Parekh of 3P Consultants in India as the new Chairman for 2007/2008. Anders Borg of Hansar International in Brussels was elected Treasurer, and John Salmon of Osprey Clarke London was elected Secretary.

Nirmit Parekh announced that Penrhyn International was keen to grow further in strategic geographies such as North America, Asia and Eastern Europe over the next two years; however this growth was dependent on the identification of high quality firms in those regions.

Penrhyn International (www.penhryn.com) is a worldwide partnership of independent executive search consulting firms, working together to provide the highest standards of service in international assignments. Member firms are all leaders in their national markets, and help their clients meet their international staffing requirements through this partnership. Penrhyn International has been ranked amongst the Top 20 retained search firms globally. It was formed in 1979 and today it has 21 partner firms represented in 32 key cities.

For further information, please contact Mr John Chen, Managing Director, Foster Partners South East Asia at johnchen@fosterpartners.biz or mobile +6012 221 6775.

Penrhyn International

Penrhyn International Announces 2008 Annual General Meeting in Santiago, Chile

PRESS RELEASE

Penrhyn International Announces 2008 Annual General Meeting in Santiago, Chile

Penrhyn International announced today that its Annual General Meeting will be held in Santiago, Chile from April 30th until May 3rd, 2008.

Hosting the Annual General Meeting will be Mr Rafael Rodríguez, Chairman of Seminarium (www.seminarium.cl), which is the first Chilean based executive search consulting firm founded in 1990. Seminarium has been ranked as the leading executive search firm in Chile by The Economist publication “Executive Search in the Americas”.
Mr Rodriguez related, “We are deeply honoured to host the 2008 Penrhyn International Annual General Meeting in Santiago, Chile. While we have a solid business agenda put together, we hope to show our partners the beauty of Chile and give them a glimpse into our history and culture.”
Chile is an incredible country that has a lot of opportunities for business. Its economy is stable, inflation is very low and it is now considered to be one of the best places to invest and do business in all of Latin America. With many free trade agreements having come into effect (USA, Europe, Asia), Chile is on the threshold of a very bright future.
Chile has world class industries in relevant sectors: Copper Mining, Forest products, Fruit, Fishing and Salmon being the leading ones. Chile is also a technologically avid country.
Penrhyn International (www.penrhyn.com) is a worldwide partnership of independent executive search consulting firms, working together to provide the highest standards of service in international assignments. Member firms are all leaders in their national markets, and help their clients meet their international staffing requirements through this partnership. Penrhyn International has been ranked amongst the Top 20 retained search firms globally. It was formed in 1979 and today it has 21 partner firms represented in 32 key cities.

For further information, please contact Mr John Chen, Managing Director, Foster Partners South East Asia at johnchen@fosterpartners.biz or mobile +6012 221 6775.

Penrhyn International

Penrhyn International elects Nirmit Parekh as Chairman

PRESS RELEASE
Penrhyn International elects Nirmit Parekh as Chairman.

Penrhyn International, a global leader in retained executive search with presence in 21 geographies and annual revenues exceeding US$ 40 million, announced that Mr Nirmit Parekh has been elected Chairman. Mr. Nirmit Parekh, Managing Director & CEO of 3P Consultants Pvt. Ltd., India was unanimously elected by all its partners at the firm's 27th annual global meeting in Düsseldorf, Germany.

Mr. Parekh will succeed Ian Nankivell of Fish & Nankivell Australia. Mr. Nirmit Parekh is the first Indian to hold a firm-wide leadership role of a major global executive search firm. He will set the agenda of the board as Chairman of one of the world's leading retained firms in executive search.

"Nirmit brings the right experience at the right time to lead Penrhyn International in our continued global growth," said John Salmon, General Secretary of Penrhyn International. "Nirmit is a highly respected search professional and his energy and commitment to client service will be a great asset to our firm in both established and emerging markets."

"It's an honor to be chosen by my peers to serve as Chairman of a firm with the prestige and history of Penrhyn International," said Mr. Nirmit Parekh. "I look forward to partnering with my colleagues to effectively help our clients meet the challenges and opportunities of an increasingly complex global talent marketplace, while continuing to grow the Penrhyn Internationals presence across the world."
With more than 18 years of industry experience, Nirmit is regarded and acknowledged as one of the pioneers of retained executive search consulting in India. Over the last decade he has successfully partnered with hundreds of clients. In 2006 he was awarded the Penrhyn Chairman's award for his significant contribution to the network. He has led Board, CEO, COO and other C-suite searches for large Indian Groups and also Multinationals. Nirmit currently serves as the Director on Global Board of the Association of Executive Search Consultants (www.aesc.org), the worldwide association for retained search industry.

Penrhyn International (www.penrhyn.com) is a worldwide partnership of independent executive search consulting firms, working together to provide the highest standards of service in international assignments. Member firms are all leaders in their national markets, and help their clients meet their international staffing requirements through this partnership. Penrhyn International has been ranked amongst the Top 20 retained search firms globally. It was formed in 1979 and today it has 21 partner firms represented in 32 key cities.

For further information, please contact Mr John Chen, Managing Director, Foster Partners South East Asia at johnchen@fosterpartners.biz or mobile +6012 221 6775.

Penrhyn International

ATS Executive Search Announces New Business Unit

ATS Executive Search Announces New Business Unit

ATS Executive Search, a division of ATS Services, announced the launch of Nimbus, a new business unit that will focus exclusively on recruiting multiple revenue-generating professionals. The recruiting industry is a $10 billion and growing sector. Nimbus is the first to offer this unique blend of volume recruiting with an executive search methodology, proven to fill clients' needs for teams from 5 to 50+ hires per month.

"Companies that rely on experienced, revenue-generating employees need to attract them quickly and on a volume scale," says Michael Israel, president of Nimbus. "We have had tremendous success with our executive search methodology and saw a unique opportunity to fill a need by transitioning it to high-volume recruiting of sales professionals."
With a committed, knowledgeable team backed by its parent company's 30- year history of performance, Nimbus uses active, assertive tactics and a high- touch approach to identify and recruit the most qualified sales professionals. Additionally, Nimbus offers clients industry and geographical exclusivity, ensuring the companies it serves always get top-tier candidates.
"Nimbus is the largest national firm to specialize in the placement of revenue-generating employees such as retail mortgage loan originators and other general sales professionals," says Israel. "We are an ideal partner for companies looking to build their sales force and maximize revenue."

About ATS Services, Inc.
Established in 1977, ATS Services is a national provider of staffing, recruiting and consulting services. The company is headquartered in Jacksonville, Florida and has 35 offices nationwide. For more information on ATS Services, visit ats-services.com.

About Nimbus
Nimbus is the enterprise recruiting arm of ATS Services. Nimbus specializes in the placement of revenue-generating professionals across multiple industry segments which currently include retail mortgage, automotive, call centers, pharmaceuticals, financial services and retail sales. Nimbus serves clients on a national basis. Learn more about Nimbus by visiting nimbusrecruiting.com.

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earthtimes

Progress Energy names new CEO

Progress Energy names new CEO
Progress Energy Inc. (NYSE:PGN) said Friday it has named William D. Johnson as its new chairman, president and chief executive.

He will replace Robert B. McGehee, who died suddenly this week during a business trip in London.

The 53-year-old Johnson has been chief operating officer at the Raleigh-based electric utility, but the company's board says that position won't be filled. Johnson has been with Progress since 1992.

Progress Energy operates utilities in North and South Carolina and Florida, serving more than 3 million customers.

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money.cnn.com

InterSearch Among the Largest Retained Search Firms in the World

InterSearch Worldwide
InterSearch Among the Largest Retained Search Firms in the World

InterSearch is the 4th largest search firm worldwide for 2007, according to the annual survey conducted by search-consult magazine.

Issue 31 of search-consult magazine presents the results of the survey, which ranks global retained executive search firms by number of offices with the aim of helping HR Directors identify which providers have the strongest presence globally and regionally. InterSearch is ranked 4th globally with 80 offices, and 3rd in the EMEA region.

"Besides EMEA where InterSearch operates now with 53 offices, Asia is another fast growing economy requiring quick strategic investments. InterSearch recently strengthened the hub of Singapore and will soon announce a more extended structure in India." said Giuliano Viani, Chairman of InterSearch Worldwide.

Media contact:
Carla Calvo ( +39 335 7429756 calvo.c@intersearch.it)
Harris Karaolides (+30 210 7294 720 info@symvoli-intersearch.gr)

InterSearch Worldwide Ltd
The Old Council Chambers, Halford Street Tamwoth, Staffordshire, UK

For additional information, please visit InterSearch Worldwide

Executive Talent in Asia - A Global Perspective on the New Battleground

War for Talent in Asia - Global Conference Attracts Delegates from Around the World

Executive Talent in Asia is a major conference attracting Human Resource and Executive Recruiters from across the Globe. Focussing on the key business issue of attractive corporate talent, speakers from 10 countries - including Asia, Europe and the US. With delegates from 15 countries already confirmed, this will be the most international conference to ever take place on this topic

"Executive Talent in Asia - A Global Perspective on the New Battleground", the conference organized by search-consult in Asia, is attracting executive search recruiters and HR executives from around the world. With two months before the prestigious event, delegates from 15 countries have already booked their places for the gathering, taking place in Hong Kong on November 6-7, 2007.

The two-day "Executive Talent in Asia - A Global Perspective on the New Battleground" forum aims to provide valuable learning and networking opportunities for distinguished leaders from both Western and Asian organizations, experts from the Corporate Recruiting/Human Resources Community and prominent Executive Search Consultants who want to address the best ways to win the latest battlefield that is emerging in the war for talent.

Speakers will include:


Tana Akson, Principal, Amrop Hever, THAILAND
Dick Ayling, Senior Vice President, DDI, HONG KONG
Linda Downs, Head of Resourcing, North East Asia,Standard Chartered, HONG KONG
Nancy Garrison Jenn, Writer on Executive Recruitment
Mark Geary, Managing Director, AsiaNet Consultants Ltd., HONG KONG
Peter Haddad, Talent Acquisition Executive, Lenovo, USA
Cindy High-Fishamann, Director and VP Greater Asia Region, Eastman Kodak Corporation, CHINA
Cathe Johnson, Global Human Resources Director, Abbott, JAPAN
Addy Lee, Managing Partner, Amrop Hever, CHINA
Joe D. McCool, Author and Consultant on Executive Search best practices, USA
Roger Marshall, Partner & Managing Director, Ray & Berndtson, JAPAN
Steven McKinney, Managing Director, McKinney Consulting, SOUTH KOREA
Indrani Mukerjea, CEO of INX India and Board Director of IMD International Search and Consulting, INDIA
Michael Murphy, VP Human Resources, Philip Morris Asia, HONG KONG
Nirmit Parekh, CEO & Managing Director, 3P Consultants Pvt. Ltd., Chairman of Penrhyn International; Vice Chairman, Executive Recruitment Association, INDIA
Brian Renwick, Managing Director, Boyden Management Consulting Asia, HONG KONG
Louisa Wong Rousseau, Group Managing Director, Bó Le Associates, CHINA
Roland Ruiz, Head of Compensation, Hay Group Asia, HONG KONGLori R. Sabet, Managing Director / Global Head of HR, Carlyle Group, USA

Vincent Swift, CEO, The Wright Company / TRANSEARCH, HONG KONGFrancis Tong, General Manager, Human Resources, Hutchison Port Holdings, HONG KONG

Tony Tyler, Chief Executive Officer, Cathay Pacific
Nancie Whitehouse, Principal, Whitehouse Advisors, USA
Peter Wright, VP HR, Refining and Marketing, BP Plc, UK
Annie Yap, CEO, GMP Search International; President, Singapore Staffing Association, SINGAPORE
Finally, search-consult has arranged a number of optional workshop sessions. These are: Best Practices in Search Firm Management and Branding; The Insider's Guide to Selecting and Managing Search Firms and Winning With Clients - An Insider Shares What Every Recruiter Needs to Know!

Jason Starr, Publisher of search-consult magazine and Host of the conference commented: "The recruitment of senior level talent is one of the major challenges facing global corporations today, and no where is the shortage of talent more severe than Asia. We are delighted to be associated with some of the leading global thinkers on this topic."

This leading event has received the backing of first rate sponsors, such as Boyden Global Executive Search, Amrop Hever Global Executive Search, IMD International Search & Consulting, Dillistone Systems, The Wright Company/TRANSEARCH, Whitney Group, AsiaNet Consultants, CDS, IACPR (International Association for Corporate & Professional Recruitment), Xmei International, Napier Wolf, Cathay Pacific, ASIAMONEY, The Standard, A-Performers.com and HR Executive Solutions.


read more | emediawire.com

search-consult.com

Parker Global Strategies announces Michael Parker as new president

Parker Global Strategies announces Michael Parker as new president

Michael Parker has been appointed president of alternative investment manager Parker Global Strategies to give the firm strategic direction and lead its worldwide marketing initiatives, as well as overseeing day-to-day operations.

Parker, who will chair the management committee and also serve as a member of the implementation, portfolio and risk management committees, is based in the firm's Stamford, Connecticut office and will work closely with his wife, founder and chief investment officer Virginia Parker.

'Michael's seasoned management skills and leadership are invaluable as we take the firm to the next level,' says Virginia Parker. 'PGS has a number of important initiatives on the organisational, investment and product development fronts that we will be announcing over the coming months. Michael will be assuming my responsibilities for management of the firm and people, allowing me to focus more on our investments and clients.'

Michael Parker brings nearly 20 years of senior management experience to the firm. He was previously national production director at global reinsurance firm Willis Re, responsible for all production efforts in the US with oversight and strategic control over 50 brokers.

Earlier he built a specialty practice in Stamford that concentrated on credit and financial insurance lines, becoming a leader in providing reinsurance solutions to the US surety industry. He was previously a reinsurance broker at Willcox specialising in construction and financial reinsurance products.

Parker Global Strategies provides institutional and high net worth clients with customised fund of hedge funds, investing across a broad spectrum of strategies, markets and regions. The firm prides itself on its innovative investment solutions, including index-linked products and portable alpha, and comprehensive risk oversight.

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hedgeweek.com

E-Staff is a hiring solution for staff recruiting agencies and human resource departments.

E-Staff is a hiring solution for staff recruiting agencies and human resource departments.
This is the powerful tool for the search and selection of employees.

E-Staff provides:
• A managing database for all candidates who have contacted you.
• Automated importing of résumés (CVs).
• Managing positions and clients.
• Tracking phone calls, interviews, and other events

E-Staff 3.1 features
• Managing database for all candidates who have contacted you.
• Importing of resumes (CVs).
• automatic parsing of key resume information (first and last name, address, phone number, e-mail);
• manual and automatic import modes;
• processing of resumes directly from a mailbox.
• A managing database of positions for each new hires and clients (corporate departments).
• Storage and updating of personal files for all candidates, positions, and clients:
• interviews;
• phone contacts;
• candidate's current state (hired, etc.);
• reference checking.

• The ability to plan interviews and other events.

• Sending E-mail messages according to customizable templates.

• Searching all data by formal criteria and by keywords.

• Fast navigation between interrelated cards of candidates, positions, clients, and events, using cross-references.

• Multi-user (network) version available, allowing an administrator to:
• assign access rights;
• browse task information for each employee.

• Extending the E-Staff database by the fields and reference books used at your firm.

E-Staff Personal Edition is distributed free of charge. Registration is required.

FREE Download E-Staff Personal Edition

Read more >>>
Datex Software

FILEFINDER Executive Search Software / Recruiting Software - Executive Search and Recruiting software from Dillistone Systems

FILEFINDER Executive Search Software / Recruiting Software

FILEFINDER Executive Search Software is used by more executive search firms in more countries than any other product. The reason for this is simple; FILEFINDER is focused on the idea that search firms do not wish to identify just the best person on the database - search firms are interested in identifying the best candidate anywhere - passive candidates who are not applying for positions and who will have to be identified and contacted.

This means that the research process is at the heart of the FILEFINDER work flow. Unique 'Task Assistants' helps the researcher identify both sources and targets. Relationships between people are automatically monitored - a single click, for example, will identify former colleagues of a candidate, based an his or her employment history.

The system features powerful web integration options - covering both the candidate side and the client side. Perhaps the most powerful web feature of all, however, is the tool which immediately downloads the very latest news on a company - in the split second that a user opens the company record!

Support for 'Off Limits' or 'Blockages' is standard. The system allows both people and companies (or divisions of companies) to be flagged as blocked and this information is then clearly displayed to all users through color coding. The flexibility of the off limits function ensures that FILEFINDER can support the policies of any firm, large or small.
Dillistone Systems

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