What are the benefits of using an executive search firm?

The global recruitment sector is now worth more than £348.5 billion, of which executive search recruitment account for £9 billion. The executive search makes up nearly 2.5 percent of the recruitment market. Executive search is quite different from contingent recruitment.

Executive search consultants are usually retained to help research the whole market. On the other hand, a contingent recruitment agency is usually hired to provide a pool of qualified candidates to the client organisation.  In most cases, executive search assignments require a team of consultants to guide the project.

The executive search involves engaging and interviewing the right applicants for the job. Conversely, many recruitment agencies only utilise one consultant to recruit the right talents and the consultant may lack the right expertise and experience compared to executive search consultants.

Most contingent recruitment agencies do not interview the candidates in person but make recommendations to clients to assess the qualification and the suitability of the referred candidates.

However, executive search recruitment entirely relies on the partnership between the client and the search firm to better understand the fundamental requirements of a given role.

The recruitment firm then identifies the most competent applicants who suit the job requirements and the culture of the organisation. Not every recruitment role needs the assistance of an expert executive consultancy since most of the global recruitment industry relies on recruitment agencies.

The right time to engage an executive search firm

– Urgent timelines: If the HR internal recruitment function is pressured by several priorities, it is advisable to seek assistance from a reputed executive search firm to fill specific roles within the agreed timelines. A contingent recruitment agency or in-house recruitment team may help to source other candidates to fill other junior roles.

-Targeting competitors: Sometimes it is advisable to recruit the top talents from competitors, especially in the infrastructure and transport industries. Executive search recruitment agencies function as an intermediary between the organisation and its rival businesses to poach qualified and experienced candidates without fueling any friction between the two organisations.

– Confidentiality: Executive search agencies help to recruit candidates without leaking sensitive organisational information. Confidentiality is of paramount importance while replacing top directors in an organisation. Executive search firms more often ask applicants to sign non-disclosure contracts before sharing any information about the client.

Specific challenging roles: An organisation can find it quite hard to fill roles that require particular skill sets. Even experienced hiring executives with vast network find it quite challenging to fill the niche vacancies. In some cases, you may lack the right contacts to help you perform an extensive search for top talents.

Seniority: If the firm lacks internal resources for recruiting senior executives, it can hire the services of an executive search recruitment firm for assistance. A reputed executive search firm is likely to have a vast relationship network across the sector with the exceptional ability to reach out to the top talents in the industry.

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Insolvency

How should a company in the UK find the best solution to insolvency?

Insolvency occurs when a company or entity cannot pay a debt payment with the current cash flow and cannot pay the debt when payments are due. This is an extremely difficult path, but in many cases it is necessary. This means that you cannot reach the necessary assets to cover your financial needs or those of your business. You have to take into account many different factors. As a result, each case is personalized. The article explains on how should a company in the UK find the best solution to insolvency?

Insolvency is often confused with bankruptcy. Although they are not identical and should not be confused, these two concepts are not different from each other. Insolvency can result from many factors, resulting in expenses higher than income. This is an assessment of your financial situation, while bankruptcy has passed the court decision. This is a declaration of serious financial difficulties as a way to look for debts and fiscal obligations.

In addition, bankruptcy proceedings may arise as a result of an action against an organization or a non-insurer. As mentioned above, this is not a legal procedure, so it is important to understand that you do not have to make a contribution. Bankruptcy is generally reserved for individuals and not for companies in the United Kingdom. British bankruptcy law is based on several principles. The advice in case of insolvency for the most demanding companies is a relatively new form of advice for all types of companies and people with serious problems.

Insolvency does not always mean that the company must stop, close and end. It all depends on whether the continuation of the trade will allow the company to get out of insolvency and continue to improve its position in relation to creditors. Insolvency specialists not only have a thorough knowledge of bankruptcy law but also include accounting, tax law, corporate law/ labour law and litigation. These consultants use all these skills to provide advice in a complex world of company liquidation services. You can apply two criteria to your company to determine if the law treats your company or business as insolvent. They are:

– Balance test: observe the activities of your company and determine if they are larger or smaller than the number of commitments. If your actions are smaller than your obligations, the law would consider your company insolvent. Remember to take into account all future responsibilities of your company.

– Cash flow test: can your company pay future debts or debts on the date of payment? If the answer is “yes”, your company is insolvent.

If one or both of these tests are successful, your company is likely to become insolvent. Hiring an insolvency lawyer and an insolvency professional is essential to guarantee your business solution, asset allocation, asset recovery and much more. Losing a company for insolvency is never easy, but it is much more difficult if you try to go alone in this way and it can cost much more than your company.

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What are the recent trends in human resource management?

The universe of work is quickly evolving. For the HR-focused individuals, it implies understanding the ramifications of globalisation, HR case management systems, changing expertise prerequisites, corporate cutting back, persistent activities, re-building, the unforeseen work constraints, decentralised work destinations and representative inclusion for which all and more have costly ramifications to take into account. When in doubt, new patterns with a specific end goal let you stay on top of important corporate improvement. Take a gander at the new patterns:

  1. Globalisation effects

Companies today doesn’t have national limits – it stretches far and wide beyond that. The ascent of multinational organizations puts new prerequisites on HR administrators and their HR case management systems. The HR office needs to guarantee a fitting blend of workers as far as abilities and social flexibility is accessible to deal with worldwide assignments. So as to meet this objective, the associations must prepare people to address the difficulties of globalisation. The representatives must have working information of the dialect and culture (as far as qualities, ethics, traditions and laws) of the host nation. Human Resource Management (HRM) should likewise create components that will enable multicultural people to cooperate. As foundation, dialect, custom or age contrasts turn out to be more common, there are signs that representative clash will increment. HRM would be required to prepare administration to be more adaptable in its practices.

  1. Staff Diversity

In the past HRM was significantly easier in light of the fact that our work drive was strikingly homogeneous. The present work compel involves individuals of various sex, age, social class, values, identity attributes, ethnicity, religion, dialect, physical appearance, way of life, convictions, belief systems and more, for example, geographic starting point, residency with the association, and financial status. We could go on! The right variety is basically connected to the association’s aims. Where decent variety thrives, the potential advantages from better innovativeness and basic leadership and more prominent development of ideas can be accumulated to help boost your growth. One method for accomplishing that is through incorporating HRM contributions.

  1. Changing expertise necessities

Enrolling and creating talented work is critical for any organisation worried about aggressiveness, profitability, quality and dealing with an assorted work constrain adequately. Expertise lacks convert into huge misfortunes for the association as far as low quality work and lower efficiency, increment in representative mischances and client dissensions. Since a developing number of occupations will require more instruction and more elevated amounts of dialect than current ones, HRM professionals and pros should convey this to instructors and network pioneers and so on. Vital human asset arranging should painstakingly measure the expertise inadequacies and deficiencies. HRM offices should devise reasonable thought and choose projects to connect the ability holes and insufficiency.

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Corporate Investigations

We assist our clients in determining whether they have been victimized by fraud and decide if the cause came from outside or within the organization. Utilizing a combination of investigators, forensic accountants, computer experts and research analysts, we develop sufficient facts in a discreet manner to assess the extent and source of any fraud. This approach allows management to decide the best way to proceed before revealing the existence of the investigation to others within or outside the organization.

For employment investigations, discretion is the key element in our approach. We examine workplace claims of sexual harassment or discrimination. Working with company management and legal counsel, we gather evidence, assess credibility of claims and develop facts in an unbiased manner.

-Internal Investigations
-Outsider Fraud Investigations
-Employment Harassment and Discrimination Investigations
-Sarbanes-Oxley Compliance Issues
-Forensic Accounting
-Theft of Intellectual Property
-Computer Forensics

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Due Diligence & Business Intelligence

Background checks of potential merger and acquisition targets, strategic partners or significant investment opportunities provide a clear profile of the risks involved. Our efforts provide visibility on key issues such as reputation, business track record, and strengths and weaknesses of the company and its management. We also address specific issues that may impact the investment decision, such as the financial strength of the company, political risks in foreign venues and historical criminal involvement and associations.
-Domestic and International Due Diligence
-Foreign Corrupt Practices Act Compliance
-Competitor Intelligence
-Political Risk Assessment

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Litigation Support Investigations

Sometimes referred to as “informal discovery”, our investigations in support of ongoing or anticipated litigation give our clients an edge in high-stakes litigation. Developing background information on opponents and key witnesses helps determine their credibility, highlights character weaknesses or negative business histories and can provide leverage in settlement negotiations. We are frequently asked to profile assets of the opposing side; to identify and interview witnesses; or to develop critical information that cannot be found through the normal discovery process.
-Assess Witness Credibility
-Background Investigations on Opposition and Key Witnesses
-Location and Interview of Potential Witnesses
-Statement Fact Checking
-Discovery of “Hard to Find” Information
-Asset Profiles

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Investigations & Intelligence

Investigative Advisory Group utilizes our worldwide network of sources to help clients minimize risks in executing business strategies and find solutions for problems that require real-time, accurate information. Founded by a former FBI Special Agent and later Western U.S. Regional Managing Director of both Kroll and SafirRosetti, the firm advises companies and legal counsel involved in high stakes litigation and risky business ventures.

Our professionals have earned a reputation for delivering results in a cost-effective manner while adhering to the highest legal and ethical standards. We use the experience gained in over twenty five years in the intelligence business and in thousands of successful investigations to develop creative approaches to each assignment.

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