2015 was generally been a good year for the consumer and FMCG segments. As with most other business segments, we saw some geographies or regions where there were concerns or fears about investments and economic growth. However, overall 2015 has been positive for our Consumer customers. If we look at what our clients are searching for in the way of executive talent, anything connected to online and digital business is generating demand. Also the Consumer segment is currently experiencing a significant amount of technological disruption that creates new work for us thanks to demand for new executive and leadership skills. These sought-after, new skills are also generating work for us in other ways: mainly through requests from clients to assess their corporate culture and examine how it works.
As companies bring in new talent with different (in some cases completely new) skill sets, they have to think about how to keep these executives happy and how to support them in their roles.
In 2015 we saw a shift in the content of client service demand. Much more of what clients want from us, with regard to my previous comments on helping client-businesses redefine and develop their corporate culture, revolves around cultivating leadership skills and forming corporate meritocracies. Companies are looking for candidates who are values-focused. This is the type of candidates they want to find to fill vacant leadership positions. Companies are working more to tailor jobs to a specific candidate type or profile that matches a corporate vision or values-oriented philosophy for the company moving forward. We now see this values-based executive search often coupled with overall efforts to modernize and make businesses more efficient. This is exemplified in a project we did for a partner representing a handful of globally-known companies pursuing such projects include 3G, Berkshire Hathaway, Heinz, AB Inbev and Burger King among others. A lot of our work during 2015 focused on developing strategies for values-based executive talent search. We expect this trend to continue in 2016.
Change or disruption (perhaps evolution is a better word) has also boosted demand for a cross-offering of SpenglerFox services in the Consumer segment via our Human Capital Solutions (HCS) counselling. Consultancy in this area recently generated a call for a dedicated consultant at our offices in Germany as clients look at how they need to adapt and modernize.
Since I mentioned how specific markets are doing, I believe it’s worth pointing out that our Consumer practice is growing fastest in what I call Europe-adjacent markets. We see interesting growth in the number of projects we have in Middle Eastern countries; however, South Africa is an interesting market as well. Growth in Europe has slowed down somewhat.
Central and Eastern Europe is a smaller market for us than it used to be, but growth in Germany and Western Europe is generally positive. I think the factors of greatest concern for us at the close of 2015 relate to how geopolitics impacts economies in different regions as we move forward. For example, the Russian market is now smaller and is growing slower than it used to: due to political uncertainties.
This situation, however, has helped us to rethink our business; both in assessing strategy for the markets where we operate as well as developing our skills in helping clients make placements in roles at much higher levels. These include, for example, searches for a region-wide president for EMEA or a corporate president for the US market. In a nutshell, 2015 for SpenglerFox’s Consumer practice group has been about keeping pace with our clients and making sure our services evolve as their needs evolve. Our key focus is to keep a step ahead of our clients.
We are delighted to announce the appointment of Marta Skalska, Head of Research. It is with great pleasure that I announce our latest addition to the SpengerFox Group, Marta Skalska, who will assume the role of Head of Research. Marta will be based in Warsaw, one of our firms strategic hub locations and will be responsible for developing cutting edge and best practice research capabilities within the SpenglerFox Group. She will lead the initiative to ensure consistency in approach and systems usage across the group as we invest in best practice and research trainings, assuring delivery of best in class services. She will work closely with our Senior Management team to advise on recruitment strategy, sourcing tools and continuous improvement initiatives. Marta has over 14 years of experience in recruitment, specialized in automotive, industrial manufacturing, aerospace and defence, oil&gas and temporary assignments, gained from recruitmentcompanies in Poland and the UnitedKingdom. Started her career in temporary recruitment, then moved to sales and business development functions, working as 360 consultant, selling and working as an Account Manager on own projects, large accounts, also leading a team of recruiters. After returning from the UK to Poland she has worked for management consulting company within HR sector, supporting big outplacement project for steelwork factory and state-owned coal minery in Poland. Worked on HR strategy, trainings and workshops, organisational transformation, talent management, market mappings, job evaluation, assessment and development centres, audits, HR functions effectiveness, labour issues, took part in negotiations with trade unions. Last, almost 4,5 years she has spent working at Korn Ferry, where she was supporting executive searches across EMEA (mainly in Scandinavia, Benelux, Switzerland and Balkans) withinindustrialmanufacturing,aerospace, defence and automotivesectors. She has studied Law at Warsaw University. Marta speaks native Polish and fluent English. She livesby the motto ‚Do not overanalyze, lifeis simple.’
The Governance Revolution: What Every Board Member Needs to Know, Now! SpenglerFox CEO, Jens Friedrich, invites Deborah Hicks Midanek to discuss her recently published book 'The Governance Revolution: What Every Board Member Needs to Know, Now!' Deborah is a veteran independent director, a pioneer in the corporate restructuring industry, and a serial entrepreneur. Widely respected for her turnaround skills, she has diagnosed and remedied problems for over 60 corporations and facilitated the growth of nearly 30 other ventures, including her own. Described by the late Fletcher Byrom, CEO of a Fortune 25 company, as a “pure thinker” – quickly gaining a deep understanding of complex problems and demonstrating an extraordinary ability to assimilate information and craft resilient solutions. More_on_Deborah_Hcks_Midnek.pdf Size: 161 KB Deborah_Hicks_Midanek_Slide Deck.pdf Size: 920 KB
A White Paper/Conversation with Industry Leaders What GlobalBusiness Leaders Have to Say about Successful Product Roll-outs and Meeting KPIs. The following paper includes insights from executives representing a handful of global companies. These individuals serve in roles such as general manager, business unit head, regional marketing leader and supply chain manager. They have experience working all over the world and represent markets such as Asia, the Middle East and Africa, North America and Western Europe. When speaking with them, the team at SpenglerFox sought to map the current environment for acquiring new leadership and managerial talent. Our discussions also focused on how this talent helps their organizations ensure the success of launching new products on the markets where these businesses operate and how these manager-leaders set KPIs to evaluate and measure the success of said launches. WhitePaper_TheEssentialsOfTalent.pdf Size: 1.07 MB