Yes to return French talents who are expatriates

What the leaders recruitment process develops in France

The progress of corporate governance are significantly changing the process. In recent years, the appointment committees have become our direct customers.All are now anxious to organize more upstream the succession of leaders.

The emphasis of the turnover of leaders discourage however not entries

No, because when the taste of wanting to run a business, it is is not discouraged by the task, also difficult. I recommend to every business executive, upon taking office, to a State of the premises, to obtain a precise road map of the Board of Directors and especially to negotiate a term to be implemented. The pool of French leaders is very narrow, so that each new responsible business put all the chances of his side.

How do you explain the narrowness of the market

The causes are various: a generation demographic hollow; baby boomers who stayed longer than expected to their position could discourage the young middle-aged which will more arrive at the commands; the choice of most entrepreneurial channels (Internet, LBO); Finally, there are those who, by the end of their graduate studies, found that the Royal way was the international and major foreign groups. At the time, they thought that finance inspectors and the Polytechnique trusteraient the highest positions in our country for decades.

Therefore, look beyond borders...

Yes, to return French talents who are expatriates. Yes, to help make the European and global talent market. Recent research that led to the choice of the new leaders of Alcatel-Lucent, Sanofi-aventis and Thomson will in this sense.

But number of national groups are still reluctant to appoint foreign leaders...

The figures speak for themselves. There in that are 15 in the CAC 40. They are only 10 in the Fortune 500 ranking, but 30 in the Futsee index. Nevertheless. The global village is a reality, and need to internationalize the business directions, even if French groups not cope not so evil compared to their foreign counterparts. Attract talent of all nationalities is a strategic priority for companies, for a more representative Executive Committee of the geographic location of their activities and the future world.

What can do Rely on the creativity of their recruitment consultant

If we were asked to operate in the emergency, we can convince our clients to be more creative.

To what extent

If the client gives time and full confidence to its Board, then it is possible to open the field of recruitment: for example, in the regulated sectors, can pass the telecoms to energy. Fifteen years ago, the luxury industry widely "used" in the consumer goods sector.

What is today the Royal way to access the highest management positions

It is first to have been operational in France and abroad, and preferably in an emerging country. It is also as first commercial of the company, to be a good Communicator, with financial markets, and have a sufficiently compelling and charismatic personality.

This new deal weakens the strength of the networks

Networks have less and less control over recruitment. Today, for example, references to schools in the description of an ideal profile have virtually disappeared.

You cumulerez soon thirty years of experience in recruitment of senior leaders. Has the profession acquired its letters of nobility in France

Yes, it has demonstrated its value over the past 20 years. Changing leaders very publicized in recent months have been made with the assistance of Board recruitment firms.

So, is it a respected profession

I hope and think much have worked in this sense. It must never lose sight that it is a trade that prospered on the reputation of. Must, as in any profession of Council, meet customers and its candidates, go beyond its own interests, to grant the right to refuse a mission because it is impossible.

And when there are leaks on names of candidates as in the case of Accor, three years ago...

There, it is the absolute crime, what motivated my public resignation of this mandate Brigitte Lemercier was then Director General France of Russell Reynolds Associate, Editor's note.

You work for two years and a half in your own structure. What benefits provides independence

My Word is still more released, can I work at the pace that suits the need for my clients.

How long lasts a recruitment mission

I do not want lock me in predetermined standards. For a recruitment crisis, a mission may take between a month and two months. On the other hand, to the estate of a contractor, I are not less of six months, time to find the right candidate and to mature prior relationship.

What kind of secrets are the leaders

They fly a heavy ship, but the visibility is not always meet and asked always more flexibility and responsiveness... It is therefore important to persons outside their immediate environment and familiar business world take time to listen to them in the long term, are really interested in them, help them erase doubt and know, at the same time, their object a word comprehensive but not complacent.

The emotional intelligence of the leader... A hollow concept

Absolutely not, it is fundamental! The ability of the leader to motivate and make dream team is essential. It must take them to the conquest of something grand, show them that they are useful. The leader who understands this gets much more than that which is based on plans, budgets and quarterly results.

In the end, what are the strengths of the French leaders on the world stage

They are not. French leaders have a profile quite popular in Western economies, for the balance of their skills, their ability to think in complex environments and to meet the lines while being very creative. Intelligence and the mind, mental alertness, this characterizes the contribution of the French spirit management, as well as the Cartesian approach that is always in front. Anglo-saxon pragmatism was more fully integrated by the leaders of our global champions. Therefore, keep our specificity. It is a competitive advantage. And don't forget a little culture which gives depth to the managerial decisions.