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Wednesday, 26 September 2018

Transition at the top level, reasons & solutions!

“With rapid movement at the top management, now headhunters are geared up for a better display”. 

The role of leaders at the C-Suite level is evidently crucial, hence any transition taking place at this level will affect the whole organization. On the other hand, these movements have emerged as a good business proposition for the headhunters. With the increasing pace of transitions, the headhunters have become even more active and are trying to get hold of the segment by showcasing themselves in a best possible manner to the prospective clients.

But what led to these sudden transitions at the C-suite level?

The current volatile economic scenario and the greater competition among corporates have made board members/promoters more aggressive in their approach to sustaining growth.
This leads to the higher expectation of board from top management to deliver faster results which is a herculean task considering all practical feasibility.

Also, sometimes people appointed at senior posts for their knowledge, fail to coordinate with the peer’s group or fail to adopt the new environment leading to the transition. A report by Mckinsey suggests that the leaders take at least 3 months to understand the organization, processes, it's people, the problem and the practicality of the solutions he has, a point where the transition is very likely to happen.

In some cases of vintage CXO, they have not been able to upgrade themselves with newer technology and not been able to implement the proposed changes in the organization as per the demand.
The reason might be any, yet the drastic changes affecting overall organizational operations is the prime concern for it. And many times, it makes a detrimental impact on productivity and short-term profitability, shakes the confidence of customers, investors, also to key talent in the organization.

Like every problem has a solution, so has this. Headhunters!

Sudden c-suite transition situation demands the best talent within a shorter time span. The sooner this transition happens, the lesser impact it will have internally and externally. Headhunter here plays a very important role in ensuring the same.

Considering the criticality of the assignment, the headhunter is supposed to search CXO who has the right mindset to lead the team/department and has the maturity and experience to align his/her thoughts with the vision of the organization. Also, this search has to be completed within the given deadline. Therefore, we can say that the involvement of a headhunter ensures a quality leader within in a stipulated time frame.


The challenges would come but how one finds the solution is the key element!

Executive search specialist of "Chieftain Search" from Impeccable HR ensures effective leadership hiring solution. Know more: https://www.impeccablehr.com/

Friday, 11 November 2016

CXO level hiring.
When celeb CEO resigns, should the team, board members and investors worry
 Undoubtedly ,the drastic changes at the top management does effect    overall organisational operations. And many times it makes detrimental impact on productivity and short term profitability, shakes the confidence of customers, investors .also this can lead to loss of key talent in organization These  effect can  be multifold if he is celeb CEO  .
Like  we witnessed 30 go air pilot’s resigned after CEO exit , Reliance Life has taken some hits last financial year when Anup Rau resigned .

Sometimes Celeb CEO exit may even effect various cos like ripples were there  in some start ups when Nikesh Arora resigned .
High-profile departures remained a very frequent activity in the start-up ecosystem in India this year. in case of start up brand equity of company is mostly dependent on Celeb CEO.
When the CEO resigns for reasons unrelated to the business, especially unseemly ones, we  can expect some serious financial hurt
In the current volatile economic scenario and greater competition among  coorporates has made board members /promoters  more aggressive  in their approach  to sustain  growth. . This is leading to higher expectation of board from  top management  to deliver faster  results.This is herculean task considering all practical feasibility A disappointing report jeopardizes a leader’s position within a company, a phenomenon evident thus far this season, as several chief executive officers have stepped down this year With CEO turnover being a prominent way in which a company can prove to stockholders that it plans major change, it is important to understand how such resignations affect stock prices at these companies.
So does it mean when  celeb CEO resigns, should the team, board members and investors should worry 
No, not in all cases . Sometimes a change is necessary, pushing a stock higher in anticipation of better times around the corner.. Like we witnessed recently with hosing portal company and aviation company
Planning the succession and knowing what everyone's new roles and responsibilities are is key.  Most companies have a succession plan, so this scenario isn't terribly common.
Pankaj Minglani
 Principal Consultant
Impeccable HR Consulting P Ltd.
[Executive Search, Lateral Hiring,  RPO, HR Advisory]
www.impeccablehr.com |

Thursday, 11 February 2016


Stop being calculative: When you are working with an organization and staying there for major part of your day, you are supposed to pour your heart out to every task you do. We have to stay there for 8-9 hours, there cannot be an escape, then why not utilize it fully for learning, exploring and accomplishing our best.

Time killers: Every organization contains some specific lot of people, who are more focused towards not-so-important issues rather than their work profile. They mostly spend their day gossiping, cribbing, complaining or having juicy discussions about personal lives of other colleagues. Naturally they have no personal development goals and pretend  to be the most ideal human beings present, our suggestion is to ignore such people politely .If given choice spend your valuable time talking to  great minds of your organization who can actually refresh your brain .

Personal Development: sometimes we come across  some opportunities in return of which we are not getting much rewards. Don’t think about monetary gains just measure it up on the learning and excitement meter and if it scores well, just go ahead.

Free yourself: Remember one thing you are not bound to anyone or answerable to any outsider about your life. You always have a choice to whom you want to talk or give your time to. Don’t make yourself available to each and every person, prioritize your important people. Your life is not meant to establish relation with every person, It’s about nurturing your important and close relations.

Have a life outside: Do you know what the most painful emotion is?-Regret. Life is what you are having in the present moment, neither past nor future. Do spend your time taking up your favorite activities either cooking , reading, taking vacations to unexplored places, dancing , singing anything you love , plan now and save yourself from Why-didn’t-i-do-that feeling.

Digital Detox: Spend at least one day without your cellphone and laptops in a week. Try to meditate in open surroundings or absorb the positive vibrations of nature by just walking or sitting in green areas. It will do wonders to your creative thinking.

Content Source: http://www.impeccablehr.com/6-ways-to-make-your-work-life-happening/


Monday, 28 December 2015

THE RISING OF FUNCTIONAL MANAGERS


In recent years, the market globalization is  fuelling greater competition among  coorporates .  Now large institutional shareholders are becoming new source of external governance. In response to these massive shifts in environment ,the firms are spinning off their peripheral businesses, focusing on core areas and outsourcing selected activities .  One of the recent transformation in the corporate world is the skyrocketing number of executive team.
According to a survey of some 300 Fortune 500 companies, the number of functional managers reporting directly to the CEO has doubled, from an average of 5 direct reports in 1986 to an average of 10 today. A power shift is occurring in modern businesses as the functional managers who report directly to the CEO – are taking greater control in business management. CEOs are eliminating layers in management ranks, broadening  their spans of control, and changing  pay structures by increasing incentives.  This has given a rise of Functional Managers in the organization.  This rise of functional  Managers is working in favour of  organization as these  executive team of chief officers are advising  best  decisions related to their function and  involving  the function in strategic decision making with the CEO–  realizing synergies and improving overall organization efficiency. With de-layering of corporations and flattening of the corporate hierarchy, firms are moving decisions down the corporate ladder faster than ever by making it easier to respond directly to their customers.
This even helps the CEOs to focus more on overall profitability of the organization, as they are under constant pressure from both, Investors and the Board for the development and execution of long term strategies for the company.


Functional managers can keep informed and guide his team members on what is expected from management and the way to achieve the organization goal. Once the team have better understanding of the goals and requirements, they can work together to achieve the goals by implementing the strategies. The Functional managers can also help their team members in   reaching their own career goals.

When the alignment of all such cross-functional team happens, it exponentially increases organizational alignment.  Apart from firm diversification, other factor which has driven the C-suite  change is an overall increase in IT investments. Cost effective and advance information technology is creating opportunities for the rise of functional managers. With advances in information technology, one can manage  the increased number of people since it makes easier to communicate with many people at single point of time.

Now it's no more lonely at the top ….

Pankaj Minglani
| Principal Consultant and Director
Description: Description: Description: Description: Description: C:\Users\ea1\AppData\Local\Microsoft\Windows\Temporary Internet Files\Content.Outlook\P5HQDS41\IHRC-Logo (2).jpgImpeccable HR Consulting P Ltd.
[Executive Search, Lateral Hiring,  RPO, HR Advisory]


Skype : impeccablehr

CASE STUDY INTERVIEW



The way the current salaries are shooting up, the job of hiring professionals has become lot more challenging to acquire best talent who can add real value to the organization. On the other side mis-hiring causes big damage to organization.  Based on recent study, the average cost of mis-hire can be six times base salary for a sales rep, 15 times base salary for a manager, and as much as 27 timesbase salary for an executive.  In a study conducted by Dr. Bradford Smart, author of Topgrading, the cost of mis-hiring executives (average compensation: $114,000) was 24 times the person's base compensation

For doing assessment of right talent, interview is still the preliminary and powerful process.  To derive better inferences, the hiring professionals are constantly trying to make the interview process more effective.  In this regard, one of the steps taken is by including case study questionnaire.

The Case Study Interviews are aimed to test the ability of the candidate which goes beyond one’s functional knowledge and expertise.  These abilities are essential for any position to contribute significantly to the organization.  The questionnaire may vary as per the role and level of the position .These case study interview could become nerve-racking at times but is worth it if one intends to be part of good organization .
Case Interviews give the interviewer an in-depth view of how one think/function under pressure, derive solution and can visualize at macro and micro level. To further understand, it helps the interviewer to know how one can comprehend situation and effectively communicate actionable solutions even with conflicting information.

Impeccable HR Consulting rely heavily on case interviews to find the right candidate which helps its clients to make precise decision to zero down on right talent.  During one of our recent senior search assignments, on the basis of our case study interview report, the client selected the candidate which they had initially not shortlisted.

These case study questionnaires are especially very effective for senior or strategic positions in the organization. Interviewers throw various brainteasers to test analytical and creative thinking process and assess one’s decision making abilities in adverse condition.
One of the common case interviews question is related to Profitability, which could further vary in form of Declining profitability or Profitability with respect to cost/revenue or general Profitability scenarios.
Other common case interview questions are related to Market Study which may vary in form of Entry, Revenue Growth or Market Share.  There can be question related to Merger & Acquisition, technology changes, economic scenarios, competitors approach.

Some examples of such questions are
  1. If company is deciding to launch any new product line, they should buy a company or develop the technology in-house.
  2. What should be business plan if company is  growing well but are unable to reach their profitability goals
  3. If company wants faster expansion, should they keep it organic or inorganic. 
  4. What could be reason if market share is increasing in one geography but decreasing in other.
Impeccable  HR consulting advises candidates the following points which help them in performing well in these interviews:-
  • Study the company well before interview.  Acquire all recent news/ updates through your network or consultant.
·         Be honest and assertive during the interview process. Don’t assume anything on your own – ask for additional information if you really need it.
·         Be attentive to cues your interviewer may give.
·         Don’t panic if the answer is not apparent. It is not essential to provide an answer immediately - take time to organize your thoughts.
·         Remember there isn't always just one right answer.  Interviewer is just expecting thoughts about possible ways for solving a tough business problem.  You may give an answer which is strategically closer to a “right” answer – but not with superficial insight or  flimsy rationale . you may even tell the interviewer the  alternatives which you may have rejected and how you arrived at your conclusion
·         Share your business knowledge and views  wherever  you can, but don’t become a walking, talking business textbook.


Impeccable HR  has observed that the accuracy of observation to choosing a right candidate increases by more than 30% when we incorporate case study in interviews.  The way this trend is picking, soon it shall become mandatory part of interviewing process.


Pankaj Minglani
| Principal Consultant and Director 
Description: Description: Description: Description: Description: C:\Users\ea1\AppData\Local\Microsoft\Windows\Temporary Internet Files\Content.Outlook\P5HQDS41\IHRC-Logo (2).jpgImpeccable HR Consulting P Ltd.
[Executive Search, Lateral Hiring,  RPO, HR Advisory]


Skype : impeccablehr