Monthly Archives

June 2018

Underwood Executive named Executive Recruiter of the Year 2018 by HRD Magazine.

By | Uncategorised

At Underwood Executive we are thrilled to announce that we have been named Executive Recruiter of the Year 2018 by HRD Magazine. We have won  two gold medals in Australia’s Top Recruiter Awards in the following categories:

  • Executive Recruitment – Gold Medal
  • Professional Services – Gold Medal

These awards are nominated and voted by you – our clients. This is a wonderful accolade for us and we want to say a big THANK YOU to all of you who voted. This is an amazing recognition of our hard work, passion, and commitment to provide you a specialist and personalised executive search service.

With 74% surveyed choosing to outsource to a consultant for Executive Recruitment and 55% expecting to increase headcount in the next 12 months, we are very excited about continuing to work with you, to find you the highest performing talent in the market.

We also want to acknowledge, that more than anything, we understand it’s relationships that matter the most and this is our priority in continuing to deliver you the quality of hires of you expect.

Thank you again for your votes and helping us take talent further.

You can download the Top Recruiters 2018 report via HRD Magazine 16.03 HRD-paper here where our award announcements and quotes can be found on pages 62 – 63. Here is a snapshot of the article:

It’s the scope of challenges in professional services that brings Gold winner Nicole

Underwood coming back for more. “We genuinely love consulting with a wide range of businesses and understanding their broader business goals, including their unique challenges, opportunities and culture,” she tells HRD. We were after responsiveness to rapidly changing market conditions for a hard-to-fill role. Underwood Executive delivered.”

So said one satisfied voter for this year’s Executive category Gold winner.

Executive positions remain perhaps the trickiest of all to fill successfully – and this will only continue as executive and leadership roles cope with complex, ambiguous times. Those working in this space must display patience,

Nicole Underwood, founder and managing director of Underwood Executive, says there continues to be extensive competition for talent in the marketplace, and organisations still face the challenge of identifying who their high-performing talent are; how they can continue to grow and develop that talent; and then understanding what future talent are required to achieve their business objectives.

“Agility, over experience, and resilience continue to be key competencies in demand, as well as innovation and ‘change agents’ in executive leadership roles,” she says. “We are also seeing organisations continuing to invest in their employee value proposition to assist in enticing high-performing talent, which is always available – the skill is finding it, enticing that talent and then developing talent so people stay.”

Underwood has also seen the impact of technology. Overall, clients are more aware and informed of what they are paying for, and the more transactional the recruitment process the more they see that they can do it themselves.

“This means consultants will need to become more strategic, using their skills and the ‘human touch’ for talent acquisition, whilst using AI and technology to assist with finding talent, screening and background checks,” she says. “There is certainly a trend towards more social engagement and recruiting, with proactive sourcing and the creation of talent pools vs transactional candidate generation.”

5 ways to accelerate your career with your personal brand

By | Career, Coaching, Personal Brand

On Thursday the 24th of May, I was invited to speak at the National Wine Centre in Adelaide for the wine industry’s “women in drinks” event on how to build your personal brand and career. With over 100 women in attendance, in an industry where women represent only 22% in senior leadership roles and then less than 2% at the CEO and Board level, they were extremely keen to know what they can do and should be doing to help them stand out from the crowd.

Having a strong personal brand is a valuable career development strategy – it’s about managing your name, image and people’s experience with you. What do they think and say about you? I shared the 5 C’s of how to build a personal brand, which can contribute and open up further career opportunities:

1. Connections and building relationships – one of the most important factors in building my own personal brand, network and business has been based on building networks and connections. I encouraged the women in the room to think about who their target audience is and then the best ways, platforms and avenues to get front and centre with them. The ability to network inside and outside your organisation is critical to stay relevant and to ensure you don’t become insular, which could become career limiting down the track. Relationships don’t have to have an immediate pay off – it’s best to think more broadly about what access to knowledge you can gain, what you might learn or what influence your relationships might give you. Be curious and open – it’s a strategy I invest in every day.

2. Challenges – think about what challenges you will face in building your personal brand. In Australia, there are 6,900 recruitment firms, as an industry we generate $11.2bill in revenue, we employ 92,000 people and fill approx. 15% of all job vacancies in Australia. The gender ratio is 53% female, however when it comes to recruitment owners, only 28% are female. This is a very saturated market, with very few female business owners in a very male orientated owner market. I saw this as opportunity – away from the traditional (and somewhat outdated) service offering and the same old faces. This presented an exciting challenge to determine how to stand out in the market. Always remember where there is a challenge, there is always a greater opportunity.

3. Core message – once you see an opportunity, determining what do you stand for is the next strategy. When people think of you what comes to mind? You can ask people around you. For me, I used the technique of thinking of 3 words and asking myself, what am I qualified to teach others? Recruitment Retention and Results. I wanted to stand out from the crowd by being a thought leader in this space. My core message has always been recruit the best people, retain them and the results and success will follow. My messaging always has this undertone and link back. This core message becomes what you are known for.

4. Communicate – a great branding strategy is to ensure that you have a clear and consistent tone and story and to decide what is the best way to get your message out there. For me, to share my ideas and content publicly, I started a blog back in 2011. I’ve noticed that many people find it hard to talk about accomplishments (even at interview) or to promote themselves directly. I also see in general, that women struggle more so with this than men, as they don’t want to come across as pushy or aggressive. The best way to get around this is to share all learnings – yes this includes wins, but including stuff ups too is a great strategy to resonate with people and demonstrate an authenticity, which isn’t about self-promotion, it’s about sharing. For me, the blog allows me to share my knowledge and real experiences around leadership, culture and how to hire the highest performing talent in the market. This has been one of the best personal branding strategies in my career – it created the platform for my business Underwood Executive and has led me to new clients, new talent, different relationships and ultimately a successful business.

5. Commitment – building a personal brand takes discipline. It’s a long term commitment to yourself and your career. Some people come out all guns blazing with great gusto messaging through social media or blogging just because they think they should be. It looks like a scattergun approach with no real thought given to the strategy or content. This can be more harmful, as your target audience might make an incorrect assumption about your motive or be confused by your agenda. Do things regularly, post your own content, share others content that is consistent with your thinking, argue articles that don’t align with your thinking and build your profile consistently. That’s what will make you memorable. Once you get known for what you stand for, the right opportunities will come to you.

A personal brand is the single most important and powerful thing you can do for your career. Personal branding isn’t an ego play, it’s an increasingly effective way to differentiate yourself, connect with your audience on a human level and grow a valuable network. It takes time, persistence, energy, dedication and focus. Taking this time to invest in building your personal brand will help set you up for future success.