Zoghbi - The Personalised Leadership Consultancy

“The old adage that ‘People are our greatest asset.’ is wrong; the right people are.”

Jim Collins, ‘Good to Great’

The War for Talent is on!

Ultimately, a company has only three key assets to distinguish itself from its competitors: its Financial Capital, its Intellectual Capital, and its Human Capital. The first two of these assets have traditionally tended to define a company. Increasingly, however, the only thing that truly defines a company and allows it to soar above the competition is the human capital driving your organisation. The competition to acquire and retain the right people is what McKinsey famously called the ‘war for talent’. (www.mckinsey.com)

Nowhere is this competition fiercer today than in the Middle East, where ideas and capital abound, and where the scarcity of human talent is so marked.

A personalised approach

In taking on a new assignment, we are determined to provide our clients with the most appropriate and suitable human capital; the talented and dynamic individuals who will transform their businesses and create value from the moment they come on board.

Discriminating

Potential assignments are carefully defined and agreed with our clients. Each year we take on only a small number of mandates, so that we can work in the most focused and effective manner on each search, and where we can truly add value.

Understanding our clients and their requirements

When taking on an assignment, we take the time to really get to know our new client and their immediate needs. We drill down into the details of the role, challenging and advising on the strategic intentions, to ensure our search is as thorough and targeted as possible. Along with a detailed job specification, we draw up an ‘acid test’ for potential candidates, ensuring that we truly understand both the ‘hard’ experience and the ‘soft’ skills required of potential candidates.

This enables us to apply stringent criteria to the selection of candidates and allows the best fit to be achieved between candidates and the roles we seek to fill.

Comprehensive search methods

Once the preliminary phase is completed, we then enter the extensive phase of the research, during which we approach the market for relevant candidates using all the skills and experience of our team.

Strategic results

Presentation of the candidates is accompanied by detailed feedback on the nature of the market, accompanied by our observations and assessments of the candidates themselves.

Interviews

Once the shortlist is finalised, we will then meet each candidate individually in order to refine our own assessments and to provide a more detailed briefing to the candidates in person. This is followed by client-candidate interviews and ultimately to the negotiation of a final agreed offer.

Negotiations

We will be involved with the successful candidates throughout the negotiations, as necessary, and will then conduct the final stages of formal references and report.

Follow-up

Having succeeded in attracting the ideal candidate, it is essential to ensure that the first 100 days are a success for both sides. During this period, we will stay in touch with our client and candidate to ensure a successful integration and to provide support to each party.

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