Executive Eye-Opener

Executive Eye-Opener 2Q22

Happy Summer

As we all settle into longer days and much needed vacations, the BroadView Talent team is busier than ever, grateful for the growing number of both new and repeat clients. We are working furiously to deliver diverse candidate outcomes that stick. With a consistently competitive market, we're moving quickly and strategically to attract and retain top talent, advising clients as we go with essential best practices.

We also are busy coaching candidates through the interview process which can confound even the most seasoned executives. Because the smallest details often make the biggest impression, we strive to ensure they put their best foot forward. Knowing where many candidates trip up and avoiding the same mistakes can be the difference between making it to the next round of a dream job — or not.

Equally as important as prepping candidates for successful interviews — if not more so — is our post-placement follow up. Our goal is for a placed candidate to not only survive year one, but also to lead, grow, thrive, and transform the organization over the next three to five years and beyond. Spanning a new leader's entire first year, this post-placement follow-up is a vital component that clients and candidates often underestimate but quickly value. Here's why.

As you take time to step away this summer, you may find yourself reflecting on talent needs for your organization or next-step career moves as you pursue your HCGA (Highest Career Goals & Aspirations). As a trusted partner to both candidates and clients, we look forward to helping you navigate the search process from the first interviews through the first year.

Warmly,

Tracy McMillan, CEO & Managing Partner

The Most Vital Component of any Search Process

In the world of executive search, most searches conclude with a finalist candidate accepting a search firm-mediated client offer that establishes the agreed upon financial terms, start date and on-boarding initiative — important items to any new leader. However, many are surprised to hear that a search firm’s engagement with both client and candidate doesn’t have to end with placement. In fact, post-placement consultation and follow-up is perhaps the most important part of our firm’s search process.

In the course of connecting the next best leaders with the organizations who need them, search professionals become trusted advisors to both clients and candidates. During the 75-90 day engagement, we work hard to establish familiarity, comfort and trust with both sides. We extend that trusted adviser relationship by honing in on the efficacy of the placed candidate’s on-boarding and facilitating a smooth, first-year transition.

Consistent with industry standards, we guarantee our candidate placements for one year. However, we are never satisfied with this threshold alone.

Eight Insider Tips to Ace the Executive Interview Process

Heading into the interview process can make even the most seasoned executive sweat. When we facilitate a client’s candidate interviewing process, we do so using what we describe as the 6-3-2 process. This includes a first round pool of six candidates, a second round pool of three and a final round — with board presentations — of two finalists. Knowing where many candidates trip up and avoiding the same mistakes can be the difference between making it to the next round of your dream job — or not.

In the end, there can only be one winner in each and every search. Candidates who master the interview process tend to compete consistently, making it to the final rounds and/or winning the mandate. After conducting 30-minute prep sessions with candidates approved for each interview round, we feel confident that they are set up for success, provided they implement the following best practices.

Melania DaSilva-Deaver Promoted to Principal

It gives us great pleasure to announce that effective June 1, 2022, Melania DaSilva-Deaver was promoted to the position of Principal at BroadView Talent Partners. Melania has excelled at delivering above and beyond on search engagements. As Principal, she will continue to drive not only excellent client management and candidate development results, but also focus on new business development and incremental revenue generation initiatives in the private equity, middle market and non-profit sectors.

Melania has nearly 20-years of experience building and aligning talent functions to support strategic corporate goals for a variety of organizations. She is passionate about connecting clients with top-tier candidates to build inclusive teams and diverse perspectives, she specializes in cutting-edge executive recruitment solutions and profile matching for clients around the globe. Learn more about Melania.

Active Searches

Executive Director

Dr. Howard Fuller Collegiate Academy: Milwaukee, WI

Director of North America and International Logistics

Carhartt: Dearborn, MI

Real Estate Development Director

Mercy Housing: Sacramento, CA

Vice President, Property & Asset Management

Abode Communities: Los Angeles, CA

Vice President of Operations–Property Management

CommonBond Communities: St. Paul, MN

President & Chief Executive Officer

YWCA: Columbus, OH

Director, Digital Planning and Performance Management

Waste Management: Houston, TX

Director, Single Family Housing

Wisconsin Housing and Economic Development Authority: Madison, WI

Chief Financial & Operating Officer

YWCA: Minneapolis, MN

Executive Director

The Clubhouse Network: Boston, MA

Deputy Director Northeast – Affordable Housing

Low Income Investment Fund (LIIF): New York, NY

Submit Your Resume

To submit your resume/CV and stay connected to BroadView Talent Partners, please click here to access our data partner, Not Actively Looking.

NotActivelyLooking is a confidential and secure platform that allows you to manage the information you provide to us, including up-to-date career information, key achievements, skills and future aspirations. For more information, please contact us at info@BroadViewTalent.com.

www.BroadViewTalent.com