Monthly Archives: February 2011
This morning, I received an email from Amazon suggesting various books and music based upon past purchases. Right next to CDs by the Beach Boys, Van Morrison and Mark Knopfler was the book, The Art of the Start by Guy Kawasaki, Penguin Books, 2004.
Probably one of the most important positions in any company or organization is the role filled by the person most responsible for driving research and applied innovation. It is exciting to see synapses firing and entirely new applications come out that make our lives better. Companies like GE were created by creative people like Thomas Edison, for example, who we in New Jersey are proud to call one of our own. Thankfully, his legacy is alive and well in large and early stage companies alike who are striving for better ways to solve problems and make our lives better and better. I love working with companies and organizations like that–it is not only important and interesting it is thrilling to see, over time, how their daring and innovative solutions really do make a difference.
As a professional executive search consultant it is great to meet bright people from our field. Joe McCool is known among search practitioners as one of the key thought leaders about the practice of executive search. It is my pleasure to recommend his book, Deciding Who Leads, to the readers of my blog. All business executives and aspiring leaders should understand the value of executive search and how it really works. Joe’s book provides a great overview of the subject—I hope you will check it out.
Keith D. Kulper, President KULPER & COMPANY, LLC Executive Search: Pre Search Preparation: “One of the key elements of any activity is preparation. Lately, we have been working hard to help our prospective clients in meaningful ways…”
One of the key elements of any activity is preparation. Lately, we have been working hard to help our prospective clients in meaningful ways before we win the assignment. We essentially test the market reaction to the first draft of the job description provided to us by the client by showing it to potential candidates and candidate sources. A key question we ask is: “what do you think the key performance indicators /by when should be in order for a candidate to succeed in this job”? We also ask their reaction to the planned compensation for the job.