ChicagoBucharest

Warsaw

Sofia

Curitiba

Madrid

Bernt Entschev Brasil

John W. Poracky USA

Mihaela Perianu Romania

Maria Shishkova Bulgaria & Macedonia

Carlos F. Ordas Spain

Jerzy Potocki Poland

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Joining the company Head hunting future

The strategy of finding a job depends on the situation; did the candidate lose a job or was the job change self-driven? In either case, there are crucial paths that lead the candidates through the process. Mihaela Perianu (AIMS Romania) indicates, “Now is the time we should invest more in our personal branding and in building on our rep-utation”. A critical first step in the pro-cess is to set objectives and highlight them in a properly prepared CV. This CV can then be sent to companies for positions whose requirements overlap with the candidate’s experience and expectations. Jerzy Potocki (AIMS Poland), emphasizes that it is very im-portant to have a proper CV, in which people usually are not being clear enough about their professional objec-tives. Furthermore, Maria Shishkova (AIMS Bulgaria & Macedonia) recom-mends, “…customize your cover letter and the CV according to the employer and highlight the relevant experience and motivation required by the po-tential employer.” She also points out that deeper market analysis will bring more unusual opportunities especial-ly when working with an experienced search professional. John W. Poracky (AIMS USA) states that it is crucial for the candidates to be proactive in their approach to finding a job. Also accord-ing to Bernt Entschev (AIMS Brasil), the candidate should be alert to the market’s movements and tendencies, and be connected to the HR consul-tancies’ movements and general job announcements. If the candidate has prepared his CV properly, is very alert and proactive in the process and is be-ing assisted by a professional search agent, she/he could still be forgetting one very important point - network-

AS THE WHOLE WORLD IS CHAnGInG, it is no surprise there has been a fundamental transformation in the process of finding a job. The constant and ever quickening change of the world necessitates that the talent, skills and performance are adapted to the demands of the new order.

How to prepare yourselfing. Networking is considered as the key to landing a job and the Brazil-ian statistics show that 30% of the po-sitions are filled through networking. Mihaela Perianu points out candidates should use more channels to market themselves. Alongside partnering with executive search companies, candi-dates should also be active in business networking. They should attend busi-ness events to make their candidacy known to a wider network of people. Even though times have been more challenging during the global econom-ic crisis, Carlos F. Ordas (AIMS Spain) suggests candidates utilizing this time to identify and know our own defi-ciencies. He states this is a precious gift for self-knowledge to carefully ex-amine out strong and weak points, and set forth realistic plans for fur-ther training. Any candidate searching for a job is on the right course with a combination of good skills, strong net-working and the proper assistance of a headhunter, However, they do need to be proactive in their approach and be alert to the market’s movements.

KEY IMPORTAnT FEATURES In FInDInG A JOB

There have always been ideal char-acteristics required for being leaders including a blend of strategic think-ing, outstanding operational focus, readiness for change, honesty, trans-parency, solid team-building skills and good crisis management. Carlos F. Ordas classifies the features as the objectively valued ones such as age, education, spoken languages and ex-perience, and as the ones to be eval-uated like the continuum intelligence and personality. He implies that head-hunters and recruiters work in assess-

ing personal traits as the differentiat-ing factors. An essential feature that pulls the candidate ahead of the com-petition is an upward trajectory prov-ing the person’s ability to grow profes-sionally. Bernt Entschev and John W. Poracky both agree that the CV of the candidate must focus on listing their responsibilities, actions taken and the business results or, in other words, the measurable accomplishments. John W. Poracky indicates, “abstract accom-plishments are important as well, but the measurable ones still ‘shine’ and stand out in a special way through the contractor’s eyes”. Compared to the past, required characteristics of to-day’s leader differ in some ways. Jerzy Potocki points out these characteristics as being more flexible, being able to provide service efficiency even during cost control, and being able to work with smaller teams and yet getting bet-ter results. Maria Shishkova agrees by emphasizing, “creative and innovative thinking combined with the possibility

By PAOLA BETTINELLI

ChicagoBucharest

Warsaw

Sofia

Curitiba

Madrid

Bernt Entschev Brasil

John W. Poracky USA

Mihaela Perianu Romania

Maria Shishkova Bulgaria & Macedonia

Carlos F. Ordas Spain

Jerzy Potocki Poland

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•[W aims-international.net]

to achieve profitable results within less than generous budgets would be a dif-ficult combination to find but would be a strong differentiator and motiva-tor for almost any employer.”

SIGnIFICAnT FEATURES OF An IDEAL MAn-AGER EACH COUnTRY SEEKS OUT

Besides the universal characteristics of an ideal manager, there are also signif-icant requirements for each country’s unique business methods. For John W. Poracky, the characteristics they seek in recruiting senior level talent include; having a measurable track re-cord, being able to acquire new skills, using your skills to add value for the business, being a team player, and having a high level of integrity. Simi-larly, Bernt Entschev emphasizes, “The ability to lead people and work with them is very important in every orga-nization, but in a country with such cultural diversity, it becomes totally indispensable. Meanwhile, there must be flexibility to deal about surround-

ings’ changes and uncertainties.” Jer-zy Potocki agrees that today a manag-er most importantly needs to be more flexible compared to the past; and as most of the Polish managers are asked to cover the entire European region, they need to be flexible with differ-ent cultures, different management types, and different countries. This goes hand in hand with having very good language skills. In Romania, the circumstances are more challenging though. As the country experienced a transition from communism to democ-racy, in the past 20 years they had a huge economic growth. Mihaela Peri-anu recapitulates the situation in Ro-mania, “…business people did not have to refine their working habits and the business etiquette. Money was easy to be made in this country. All in all, what we had in the past 20 years of de-mocracy, is managers for good times, managers that did not have to struggle too much in terms of refining their mis-sion, vision and strategy of business…

consequently they developed manage-ment abilities for good times only.” So obviously, Romania lacks for manag-ers for bad times.

Evidently, to be distinguished among the competitive atmosphere, today’s managers have to confront more re-quirements compared to the past. And it is their advantage to get assistance of a headhunting agency who under-stands the overlapping demands of managers and companies around the world.

How to Be a “Highly Sought After Manager” in 11 steps:

1 Set your objectives2 Have a proper CV3 Make a deep market analysis4 Be proactive in your approach5 Be connected to the HR consultancies’ movements6 Have a strong network and spread out the word around7 Consider the crisis as a chance to know your deficiencies8 Be flexible and a team worker9 Be creative and innovative10 Be good at cost control11 Be the manager for both good and bad times

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Appointments Global overview

APPOInTMEnTS BY “AIMS International, an Executive Search Consultancy and Recruiting Consultant Agency, spread across all continents with more than 90 offices in about 50 countries where they are respected headhunting leaders and have a global focus in their business.”

Movers and shakers

Lionbridge Jacek Stryczynski

Alumil Georgy Chotrev

Dan Emery was recently named general manager of Creta Farms U.S.A., a revolutionary deli products division of Creta Farms Greece. With 25 years experience in the food industry including 15 years as VP of Marketing/Sales at Pilgrim’s Pride, Emery helped Pilgrim’s Pride become the second largest poultry producer in the world. Previously he has served as a marketing board member for NCC and NTF as well as being a noted international keynote speaker.

Jacek Stryczynski is Country Manager in Poland & Slovakia of Lionbridge, global leader in translation, localization & testing services. Offices in both countries are key components of the company delivery platform for global and local projects execution. He previously worked as Business Development Executive in EDS-Poland, pursuing local and global deals in IT and business process outsourcing services for clients in various industries. During his career he has managed the IT projects in public administration. His professional career started with scientific research in astronomy at Nicolaus Copernicus University in Torun. He holds a degree in M.Sc. in Astronomy. Jacek is married and has two daughters.

Dekra Spain, a worldwide leading German company devoted to Vehicle Technical Inspection and Automotive Services, has appointed Joan Maties (42) as Managing Director, aiming to expand the business and establish a wider range of expert services in Spain.With a 20-year experience, and speaking English, French, Italian, German and Portuguese, since 2004 Maties has served as General Manager for Spain, Portugal and Morocco at IPQ, an Italian company for the Certification of Electrical products, as well as of Quality and Environmental Systems. Previously, he was a Manager of Bureau Veritas Spain for 4 years.

Georgy Chotrev is the Commercial Director of Alumil in Bulgaria. Until recently, he held the position of Commercial Director of KAI Group and was responsible for the development and execution of the company’s overall marketing strategy for the domestic and export markets. He has nearly 15 years of multifunctional local and international experience in corporate sales management having held the position of Country Manager at Procter & Gamble Bosnia and Herzegovina, various senior positions at country distributors of Kraft Foods International, MARS, Danone, GE, BAT, Cosmopolitan Cosmetics, the position of Director of Vermont, the official importer and distributor of Peugeot vehicles for Bosnia and Herzegovina, Serbia and Montenegro, and the Total Quality and Process Management Director and Corporate Sales Director positions at Bulgarian Telecommunications Company.

Illustrations by Giulio Macaione, Bologna, Italy

Dekra Spain Joan Maties

Wadsack Trust Company Madlena Borisova

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Creta Farms Dan Emery

Jaguar Fabio Romano

Air Products Paulo Guilherme Hirata

CH2M Rebecca McClymont

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Madlena Borisova has joined recently Wadsack Trust Company, as Executive Director of the subsidiary in Sofia. Prior to her employment with Wadsack Trust Company she stayed ahead of the finance division as a Chief Accountant of Cosmo Bulgaria Mobile JSC (Globul – the second GSM operator). Madlena Borisova has a Master degree in Management and Accounting from the University of National and World Economy, Sofia and is an ACCA member. Prior to Cosmo Bulgaria Mobile, Madlena Borisova had been appointed to a managerial position ahead of industrial producing company Techno Gas AG, subsidiary of SOL GRUP.

Paulo Guilherme Hirata is the CFO at Air Products Brasil since October 2009. Previously, he had worked for Avaya Brasil as a controller, for Iqara Energy&Iqara NGV as a finance administrative superintendent, for BG Group as the regional business assurance manager for South America and after for Andes&Australia regions. He holds a background of solid experience managing the Finance, Controllership, Planning and Administrative departments, working in global companies in Oil & Gas and Telecommunications industries, besides auditing services.

Fabio Romano is the marketing director of Jaguar Italy since september 2008. He has previous experience in the automotive sector, as he used to be the brand manager for Mazda Motor Italy and then for Daimler Chrysler group. After, he joined the Nissan Europe group where he was involved in the start up of the Switzerland-based European Headquarter of Nissan’s luxury brand “Infiniti”, and he was responsible for product marketing. He is currently committed to consolidate the new “beautiful fast cars” positioning and appeal to a wider and younger customer group in the luxury segment.

CH2M Hill, the American infrastructure multinational consultancy, have appointed Rebecca McClymont to CLM the Olympic Delivery Partner as HR Business Partner. Prior to her appointment, Rebecca worked for Research International part of the WPP Group as HR Manager. Before joining Research International, Rebecca held a number of senior HR positions within BT.Rebecca’s duties within CLM include delivering an HR service to the various parts of the organisation across all areas of HR management. This includes providing an effective resourcing and recruitment activity together with CH2M Hill’s resourcing department.

[PB]