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In the competitive global market, many companies find themselves struggling to find executive talent with the right skills to lead and drive expansion and profit. Shortages in high-caliber talent worldwide, and a desire to avoid hiring mistakes, are forcing companies to rethink the process used to search, recruit and train their next executive hire. Should they engage contingency or retained recruiters? How reliable are online searches that appear to offer more talent options at a faster pace? How much should a search cost? These are just a few of questions companies are asking themselves as they look for the perfect candidate. And what does all this mean for executives looking for new career opportunities?
As the world is changing, so is the role of the recruiter who must be able to advise companies on every phase of the search – from identifying the role criteria to transitioning the selected candidate. BaxterKrause finds companies one-of-a-kind talent by looking beyond skills and competencies to uncover the true nature of a candidate. Having placed hundreds of executives in high-performing roles – both domestically and internationally – Kevin Krause and his team of consultants, recruiters and trainers know that understanding the culture of a company is as important as identifying all the characteristics of a candidate to make the best placement.
BaxterKrause has delivered world-class consulting in the search, recruitment and retention of talent for companies in the US, Germany, Switzerland, Austria, France, the UK, Belgium, the Netherlands, Spain, Korea, and Japan. Based in Woodstock, Georgia, you can learn more about BaxterKrause at www.baxterkrause.com or call 770.485.9999. In this program, they discuss what it takes to successfully recruit in today’s marketplace, how to find and vet candidates, and what the costs are to find the perfect fit.
GUESTS:
KEVIN KRAUSE
Kevin Krause is the founder and CEO of BaxterKrause. He is an experienced business professional and entrepreneur with a talent for making personal connections and building top domestic and international business teams. Fluent in German, Kevin lived, worked and was educated in Germany for over a decade. His unique perspective of German culture, language and customs has led BaxterKrause to be a preeminent recruiter for German companies both in the US and abroad. Prior to starting BaxterKrause, Kevin held several senior level positions in the automotive industry, as Director for Siemens Automotive, Freundenberg and Valeo Corporation. He started BaxterKrause to fulfill the international demand companies had for acquiring quality executive talent to become successful in a competitive global environment.
RICK HAYNES
Rick Haynes is a Vice President at BaxterKrasue. Rick draws from over 25 years experience in the consumer goods industry to connect the right person with a career that maximizes their experience and talent. Looking beyond credentials and focusing on experience and “street smarts” is what sets Rick apart from most people in the human capital profession. Rick worked with the Maytag /Whirlpool Corporation for over 19 years as National Account Director and was an integral part in introducing major appliances into the Home Improvement Sector (Home Depot). Rick has also worked for Delonghi and Latexco, a Belgian-based manufacturer of bedding components.
DOTTIE REGAN
As Chief Talent Officer at BaxterKrause, Dottie Regan has a clear vision for developing domestic and international staffing plans and identifying and qualifying the best talent. A Global Staffing Manager at The Coca-Cola Company in Atlanta, Dottie supported multiple divisions and directed a staff of four Global Staffing Specialists. Her responsibilities included managing a multimillion recruiting budget and handling the full life cycle recruitment of 300 yearly domestic and international positions. Dottie also handled the recruiting needs of UPS and John Harland through APAC Teleservices where she was engaged in creating and implementing recruiting plans, training programs, change management, and organizational effectiveness.