Executive Eye-Opener

Executive Eye-Opener 1Q23

Happy New Year

After another robust trip around the sun, BroadView Talent Partners is heading into 2023 with cautious optimism. While the threat of an economic recession looms, the unemployment rate remains at a 50-year low and many organizations are continuing to hire. With record numbers of baby boomers retiring, skilled, experienced professionals will continue to be in high demand, and many are eager to fulfill their highest career goals and aspirations while making an impact.

Our goal for 2023 is to identify these individuals and match them with an organization eager to team up for the next phase of their business lifecycle. Advising clients as they embark on the journey to find their next great leader is an important part of our role as a search firm. Often, an area in which organizations falter is in setting up a Search Committee that is collaborative, focused and efficient. For this reason, we have outlined best practices for constructing, operationalizing, and empowering a next Search Committee. Adhering to these stratagems will have a major — and positive — impact on the success of a search.

On the flip side, for candidates, job interviews can be both stressful and overwhelming regardless of whether they are mid-career or an experienced C-Suite professional. There are several factors that can derail the process, causing candidates to trip at exactly the moment they are trying to hit the ground running. While these unintended mishaps can quickly decrease the chances of making a positive first impression, they are preventable. For that reason, we have explored how candidates can avoid the five most common interview pitfalls.

As we head deeper into a new year, the outlook for both clients and candidates remains positive and cautiously opportunistic. Whatever your goals are for 2023, we hope that our paths cross this year, providing the opportunity to collaborate and impact your world for the better.

Warmly,

Tracy McMillan, CEO & Managing Partner

Search Committee Best Practices: Setting up for Success

By their very nature, Search Committees are both varied and imperfect. They span companies, industries and continents, bringing together individuals from across an organization to share the recruitment and hiring process. Even if they understand the main goal — conducting a search for the organization’s next best leader — it’s easy for these committees to stray off-task or get bogged down in minutia, slowing down what could be an otherwise well-proven process.

So how does an organization and its Board of Directors go about building a Search Committee that is collaborative, focused and efficient? After many years of working with a variety of Search Committees, the same key attributes and characteristics have relentlessly proven to be best practices. Let’s break down how your organization can best construct, operationalize, and empower its next Search Committee, setting your search up for success.

Understand Goals & Objectives

Make no mistake: over the span of six-to-nine months, a Search Committee will embark upon a Herculean task. This ample time frame allows for forming the Search Committee, selecting a search firm, executing the search process and ultimately hiring and deploying the organization’s next great leader.

For starters, nominate and select a Search Committee Chair or Co-Chairs and choose wisely.

The 5 Most Common Interview Pitfalls

By Melania DaSilva Deaver, Principal

Whether you are mid-career or an experienced C-Suite professional, job interviews can be both stressful and overwhelming. There are a number of factors that can derail the process, causing you to trip at exactly the moment you are trying to hit the ground running. Unfortunately, these unintended mishaps can quickly decrease your chances of making a positive first impression regardless of how well-intentioned — or seemingly qualified — you are.

Remember, job interviews are your opportunity to showcase the characteristics, skills, and qualifications for the role for which you have applied. When a candidate stumbles — and it happens more often than you might imagine — they suffer the consequences, including elimination from further client consideration. From technological issues and poor appearance to lack of preparation, these mishaps don’t go unnoticed. Ultimately, they arise in the hiring committee’s debriefing session, and the outcome is almost never positive.

Meet our Team

Steven Hatchett

Vice President, Senior Associate

For almost 20 years Steven has worked in both the nonprofit and higher education space focusing on early and mid-level talent. Prior to starting at Broadview Talent Partners in 2021, Steven worked at the first and only Historically Black College/University in Austin, Texas. His contributions include developing a diverse pool of talent and building strong relationships with corporate partners interested in cultivating intentional DEI partnerships. During his tenure, he also worked to generate over a quarter of a million dollars in donations to help his department place students from diverse backgrounds within international technology firms in the Austin job market.

Active Searches

Executive Director

REACH | Portland, OR

Senior Vice President, Real Estate Housing

Community HousingWorks | San Diego

Executive Director

Sigma Pi Phi Fraternity | Atlanta, Georgia

Chief Administrative Officer

Washburn Center for Children | Minneapolis, Minnesota

Chief Executive Officer

Pillsbury United Communities | Minneapolis, Minnesota

Chief Operations Officer

Real Estate Executive Council | Remote (Chicago, Illinois Headquarters)

Director of Real Estate Development

Southeast Effective Development (SEED) | Seattle, Washington

Senior Director, Real Estate Development

Homewise | Santa Fe, New Mexico

Director, Digital Platform/UX

Carhartt | United States (Remote)

Director, Digital Marketing - D2C

Carhartt | United States (Remote)

Real Estate Development Director

Mercy Housing California | Sacramento, CA

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