Jose Ruiz

The term globalization has been thrown around for decades but it has never applied as much as it has in recent years as organizations become more focused and specialized within a specific industry or product, and reach beyond their traditional regions of business. Globalization has evolved from being a commercial exchange to a multifaceted integration of many aspects of the business.  This trend has created a need for strong leaders who can manage a complex environment with a high level of interdependence.

When we looked at background of the top 100 CEOs in Mexico our analysis showed that fifty-four percent of the newest CEOs have performed assignments outside of Mexico and 53 percent hold Master’s degrees from institutions outside of Mexico. But Robert Grosse, Dean of EGADE Business School, cautions: “overseas experience is not the same as overseas business experience…Mexican executives could still benefit from more overseas experience in business activities”.

Executives who have been successful in international assignments have usually excelled in understanding the environment, leading visionary change and results, as well as mastering complex business problems. These competencies, coupled with already acquired industry expertise, translate into a small learning curve and quick results.

According to research performed by William W. Maddux, Adam D. Galinsky, and Carmit T. Tadmor (Harvard Business Review, September 2010, p24) people who have international experience or identify with more than one nationality are better problem solvers and display more creativity. This based on measuring the ability of these managers to see and integrate multiple perspectives on different issues. In these studies bicultural managers scored higher than monoculturals. Their research also suggests that people with international experience are more likely to create new businesses and products and to be promoted.

Senior executives of successful organizations are a more diverse group than ever before and the impact goes beyond the leadership teams. Middle managers and staff members are being exposed to global management techniques, metric-driven environments and matrix organizations that are preparing them to be the next generation of leaders.

Heidrick & Struggles International, Inc., (Nasdaq:HSII) is the leadership advisory firm providing senior-level executive search and leadership consulting services, including succession planning, executive assessment and development, talent retention management, transition consulting for newly appointed executives, and M&A human capital integration consulting. For almost 60 years, we have focused on quality service and built strong leadership teams through our relationships with clients and individuals worldwide. Today, Heidrick & Struggles’ leadership experts operate from principal business centers in North America, Latin America, Europe and Asia Pacific. For more information about Heidrick & Struggles, please visit www.heidrick.com

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Q:

I am in the process of looking for career advancement. To that end, I am interested in seeking out opportunities in Mexico and in the United States. How can I go about connecting with recruiters in both countries? My experience in the past has not been so good with recruiters. I feel there must be something I can do to turn this around but haven’t been successful.

A:

I have to make an assumption that the feeling that things have not gone well with recruiters is based on expectations, and that the feeling of future success will based on expectations. So, it is important to align your expectations by understanding what drives a recruiter:

1.- Recruiters work for clients and seek candidates based on what their clients need. The success and income of a recruiter is directly linked to finding the right candidates.

2.- The life of a recruiter is very hectic, and it requires balancing their time between filling the positions that they have open with clients, proactively identifying candidates who they feel their clients will need (a calculated gamble), and building client relationships.

3.- In this difficult economic environment, recruiters are typically so short on time and receive so many resumes that most sit unread. In a best case scenario, a recruiter will open the résumé, but if it does not catch their eye (based on the criteria mentioned in point two) it will not even make it into the database.

Your best shot is to guarantee that you are visible to recruiters in your target region and your target specialty (discipline and/or industry). The word “target” is key. Avoid casting a broad net by presenting yourself in a way that attempts to qualify for a broad range of positions. Focus on creating a distinct personal brand. Success will start by having an online profile that will provide visibility for executive recruiters to find you and it will be solidified by building a relationship. Nothing can take the place of the relationship, and you don’t achieve this by just sending a résumé, selling yourself and calling every month to see if a position is available. It is built on valuable interaction regarding trends and issues that affect the disciplines and industries that you work in helping the recruiter stay on top of what is happening in that space. This level of interaction helps you and the recruiter build knowledge and expertise, making the relationship valuable for both beyond the specific transaction of a single job opportunity.

ExecuNet.com

Heidrick & Struggles International, Inc., (Nasdaq:HSII) is the leadership advisory firm providing senior-level executive search and leadership consulting services, including succession planning, executive assessment and development, talent retention management, transition consulting for newly appointed executives, and M&A human capital integration consulting. For almost 60 years, we have focused on quality service and built strong leadership teams through our relationships with clients and individuals worldwide. Today, Heidrick & Struggles’ leadership experts operate from principal business centers in North America, Latin America, Europe and Asia Pacific. For more information about Heidrick & Struggles, please visit www.heidrick.com

Career Development, Mexico Recruiter Mexico Executive Search, Mexico Recruiter, Mexico Recruiters

The manufacturing index published by the Institute for Supply Chain Management provided a positive surprise today. The index increased to 56.3 for August. A modest 0.8 point jump when it was expected to drop.

The news comes as the Peso continues to weaken against the Dollar and key indicators still point towards a slow recovery.

Heidrick & Struggles International, Inc., (Nasdaq:HSII) is the leadership advisory firm providing senior-level executive search and leadership consulting services, including succession planning, executive assessment and development, talent retention management, transition consulting for newly appointed executives, and M&A human capital integration consulting. For almost 60 years, we have focused on quality service and built strong leadership teams through our relationships with clients and individuals worldwide. Today, Heidrick & Struggles’ leadership experts operate from principal business centers in North America, Latin America, Europe and Asia Pacific. For more information about Heidrick & Struggles, please visit www.heidrick.com

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