Burford Jones Introduction

Queen Anne House, Bridge Road, Bagshot, Surrey, GU19 5AT Tel: +44 01276 536453 Email: [email protected] Website: www.burfordjones.com

“Connecting talent to business leadership”

Burford Jones recognises that today’s leaders are expected to maximise their organisations performance, drive innovation and meet the rising expectations of a range of stakeholders. Our services help leaders meet those challenges by creating highly effective boards and leadership teams and building strong future talent pipelines. Identifying and attracting exceptional talent requires a thorough understanding of a wide cross section of industries and functional roles, extensive access to senior executives with exceptional judgement and selection methods. At Burford Jones we are leading innovators in executive search practice, challenging the traditional methodologies and fee structures. Privately owned, we aspire to be the adviser of choice among organisations seeking guidance and counsel on senior leadership needs. We work with clients across a range of industries, from the world’s largest companies to medium-sized businesses, entrepreneurial start-ups and non-profit organisations.


Functional Practices

In the environment in which organisations now operate, traditional functional leadership roles are evolving and new ones are emerging: Functional leaders, whatever their domain, are expected to act as true strategic advisers and partners to the CEO. The consultants in our functional practices help our clients build strong leadership teams to navigate these new challenges. Boards Supply chain & Logistics Human Resources Communications & Public Affairs Chief Information Officer (CIO) Project Management Legal, Regulatory & Compliance Technology Chief Marketing Officers Operations Industry Practices

Digital transformation, new business models and rapidly changing markets are redefining—and often dissolving—long-established boundaries between industries. Our industry experts are devoted to helping boards and CEOs make sense of these changes and creating leadership, succession and development strategies to seize the opportunities and avoid the pitfalls that come with these dramatic developments.

Industrial

Consumer

Practice Consumer products Marketing & advertising Media & entertainment

Retail & luxury goods Sports Travel

Hospitality & travel Digital

Automotive Aviation, aerospace & defence

Chemicals, pharmaceutical & process Diverse manufacturing

Energy & utilities Infrastructure & construction

Logistics & transport Mining, mineral & metals

Technology

Telecommunications Digital

Systems & software Mobile devices

Apps Security

Semiconductors Cloud


Success Orientated Fixed and Transparent (SOFT) Fee Policy

Burford Jones differs from our peers in relation to the manner and principle of our fee policy. With a much more equitable fee structure that aligns our strategic values with our clients by being holistically success orientated, we are able to dispense with the traditionally accepted fee policies intrinsic to executive search practice. Our policy on initial engagement fees is focussed on a flat fee which is assessed on the actual work and time input required for each individual assignment rather than an arbitrary percentage fee. The traditional three stage fee policy is further and radically shifted through a focus on achieving a successful assignment outcome which provides clients with a motivated resource partner whose remuneration is much more aligned to the ultimate aim of selecting the appropriate talent to aid their business success and create a win/win strategic partnership. Our clients will pay 50% less compared to our typical peers’ fee structures at the usual shortlist stage of a search assignment.

The Burford Jones search and talent assessment process

Our team has nearly 30 years of time honoured experience and practice with our hallmarked processes which have come to define our relentless approach to ‘getting it right – first time’. The following six stage process applies to every single assignment and its integrity is vindicated by our success. Key factors of workplace and business leadership performance underpin our talent assessment tool; Competencies – Business insight, resourcefulness, innovation, courage, strategic mindset, skills Experiences – Crisis management, functional experiences, change management, turnarounds, finance Traits – Inherent tendencies, attitude to risk, logic, assertiveness, intellectual capacity, reasoning Motives – Values, status, structure, independence, life balance, challenge, interests


1. Define role requirements

•Company culture

•Job specific analysis

•Leadership qualities

•Diversity

2. Develop quality candidate pool

•Applicant tracking

•Candidate intimacy

•Talent communities

•Research

•Social media

3. Candidate screening

•Achievemnets

•Reference validation

•Career history

•Resume

•Industry/functional fit

4. Shortlist compilation &

assessment

•Education validation

•Competencies

•Traits & behaviours

•Drivers/thinking style

•Experiences

•Business simulation

•Learning agility

•Emotional intelligence

5. Executive feedback

•Debriefing

•Offer & negotiation

•Release runners up

•Close the search

•Manage transition

6. Post hiring support

•Alert existing team

•Personal introductions

•Ease first day anxieties

•Follow up evaluation

We strive to know all we can about your organisation to gain deep insight into what kind of leader will be most effective for you. We work with you to pinpoint the ideal competencies, personality traits, and behavioural characteristics. Indeed, an important part of our role is helping you rethink the very concept of “ideal candidate.” As we work with you to develop candidate profiles, we help you weigh not only the challenges of the role, but also your strategic objectives and the corresponding opportunities to enhance diversity and inclusion.

With the objective well defined, our consultants personally and confidentially engage their local and global relationships to identify candidates prepared to meet your needs and connect you to highly diverse talent pools. They are also supported by a dedicated team of researchers who simultaneously run your requirements through relevant segments of our database, which is continually refreshed and tracks top executive and director talent worldwide.

We approach the best qualified candidates personally, quietly, discretely. Our experience, seniority, and the genuine care we show candidates conveys that we are peers, prepared to offer them valuable insights as well as objective, honest advice. Through this rigorous process, we examine candidates who appear to be a potential match, analysing critical incidents in their careers for insights into how they might navigate the challenges to be faced in your targeted role.

As we delve deeper with interested, well-qualified candidates, we conduct interviews grounded in our competency and behavioural analysis model which methodically surface their capabilities, personal tendencies, gain penetrating insights into their ability to perform, and assess how they would integrate into your organisation and culture, whilst also asking to envisage themselves in the role, helping to gauge their fit on a personal, behavioural, professional, emotional and cultural level.

Our consultants take time gaining intimate understanding of candidate’s requirements and concerns so as the search progresses into the hiring phase, we are thoroughly prepared to serve as problem solvers and facilitators. We work as trusted advisors to both client and candidate, expertly facilitating a successful hiring negotiation. Our SOFT fee policy assures that we can play this vital yet sensitive role with no conflict of interest. We work tirelessly to help you attract top talent to fulfil your strategic business objectives.

Executives subjected to a structured onboarding process are 69% more likely to stay with their organisation after three years. Whilst not the accepted norm, we believe there are important aspects that should form part of our service even after the hire is complete to safeguard your investment. It is important the executive is made to feel integrated from day one and both the ‘big things’ and the ‘little things’ matter. The trajectory of a new hires success is set as early as the first two weeks so we help make this as successful as possible.


Testimonials

“So impressed with the detailed knowledge and understanding of the client company which allowed me a thorough

insight of the role on offer and engaged me in the process from the initial approach right the way through to my

acceptance of the position"

UK MD - Building Products Manufacturer

"The professional tenacity in pursuing the ideal candidate marked them out from any other search firm with the effort

made and the processes followed throughout the assignment paying dividends in reducing the time to hire and the

quality of personnel"

VP HR EMEA - FMCG Manufacturer

"After using one of the 'leading' executive search firms for a business critical assignment to no avail, we engaged with

Burford Jones after a pitch that offered just what we needed, but the proof would be in the results. We have been

overwhelmed by the professionalism and great results which have been a direct consequence of the processes

employed"

Chairman - Global Consumer Company

"The most professional and enjoyable executive search process I have been part of. A truly engaging and professional

experience that I only wish all search firms could attain. This firm takes a real strategic partnership view with both

candidates and client firms and I would have no hesitation in recommending them to either.

CMO EMEA - Global Aviation Company

For the ultimate in search partnerships contact us with your next assignment and experience the differences that set Burford Jones apart.

Telephone: +44 (0)1276 536453

Email: [email protected]

Website: www.burfordjones.com

mailto:[email protected]

http://www.burfordjones.com/


“Connecting talent to business leadership”

Burford Jones Introduction

Recruiting & HR

Transcript of Burford Jones Introduction