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Richard Putley of Executives in Africa addresses hiring the right talent in Nigeria Richard Putley, Director of Executives in Africa spoke to the delegates of Business in Africa Pays: Nigeria to explain the finer points of securing the right people for your business abroad. Richard explains how you should be addressing all the decision makers in the family unit, spouse included, rather than just the candidate. He also warns of the dangers of underestimating locals, suggesting that you must pay them the equivalent of foreign talent, despite any temptation to do otherwise. Visit http://businessinafricapays.com/doing-your-due-dilligence-when-hiring-senior-executives/ to hear a recording of Richard's presentation.
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Richard Putley
Managing Director
Executives in Africa
‘Doing your Due Diligence when Hiring Senior Executives’
Doing your Due Diligence when Hiring
You never get a second chance to make afirst impression
Doing your Due Diligence when Hiring
“80% of employee turnover can be specifically attributed to poor
recruitment decisions.”
Doing your Due Diligence when Hiring
Their Driving
There are three things you should never criticise anyone on:-
Doing your Due Diligence when Hiring
How they Bring up their Children
There are three things you should never criticise anyone on:-
Doing your Due Diligence when Hiring
There are three things you should never criticise anyone on:-
Their Interviewing Skills
Doing your Due Diligence when Hiring
The first 5 to 8 minutes
Why do you need to get it right?
Candidate Generation & Recruitment Costs
Employee, Management & Training Costs
Termination Costs
Business Costs
Why do you need to get it right?
Total =$350,000
Why do you need to get it right?
Decision was made without:
• Full Preparation
• Sufficient Assessment
• Proper Judgement
• Due Diligence
Why do you need to get it right?
Not prepared for this critical business decision by:
• Lack of Preparation
• Insufficient Assessment
• Poor Judgement
• Lack of Due Diligence
How to identify a successful Candidate?
Write a Job Description and Candidate Profile
• Main Tasks & Responsibilities
• Ad-hoc Projects in the first 6-12 months
• Personal Qualities required
• Essential skills and experience
• Desirable skills and experience
• Remuneration package
How to identify a successful Candidate?
• How you will Evaluate Skills
• What to Assess at each Interview Stage
• All Stakeholders have Clear Objectives
• Psychometric Testing
• Internal Feedback Process / Marking System
• Candidate Feedback
• The Final Decision
• The Offer Process
Why should they join you?
So Why Choose You?
• Career Opportunities
• Remuneration & Benefits
• Challenges of the Role
• Culture Fit
• Why did YOU join the business?
Why should they join you?
Remember to ask them
what THEY are looking for in their
next Company and Role
Engaging with all the decision makers
Why use a Professional?
Why use a Search Firm?
• Get the candidates to the negotiation table
• Search Consultants trained in Advanced
Interview Techniques.
• Third Party Management of the Process
Contact details
Richard Putley
Managing Director
+44 7957 339 235
rp@executivesinafrica.com
www.executivesinafrica.com
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