Dr. Klemens Wersonig

    Founder & CEO

    TARGET Executive Search CEE

    Container

    About TARGET

    RECRUITING THE TOP TALENT IN CEE

    If you are looking for talented managers and experts in Central and Eastern Europe, then you found the right place. TARGET offers in-depth Executive Search Consulting to find the right people to achieve your company’s goals.
    Extensive local research combined with networking and focused direct search deliver the best possible candidates in the market.

    TARGET Group is a member of INAC - a global network of independent Executive Search companies.

    Video

    TARGET Executive Search Group meetings 2022 & 2023

    Our consultants from 10 different countries met at lake Balaton (HU) and Moravia hills (CZ) for experience sharing, training and party.

    International survey conducted in the community of French speaking expatriates in CEE

    TARGET Executive Search conducted recently an international survey among the community of French speaking expatriates living and working in Central Europe.


    This community is growing each year. It brings together business executives, either assigned into another country by the employer or being locally recruited (emigrants). Day by day they are confronted with a professional and private environment that is different from their home country.


    400 people were contacted. 83 participated in this survey which focused on the following key points:

    • Is the current country of residence and work satisfactory?
    • How do they judge the professional world around them in relation to their home country?
    • Which points in the working world diverge from the home country?
    • Do they feel that they benefit in general from expatriation, in other words: do they feel stronger than if they had stayed in their homeland?

    To download the full results: click here

    Cliquer ici pour la version française: cliquez ici

    Recent blog

    Feedback Culture in Recruitment
    By MARIANA TURANOVÁ on 21 MAR 2024 11:37 AM

    In the dynamic world of hiring, there's one thing we tend to miss but it really makes a difference - the feedback culture within the hiring process. As an HR expert deeply involved in the Executive Recruitment, I would like to bring attention to this critical topic that can make or break an organization's reputation.

    It's disappointing to realize that many companies haven't quite mastered providing timely and constructive feedback to candidates post-interview. This delay not only reflects poorly on the organization's professionalism but also leaves candidates uncertain about their status in the selection process. 

    [...]

    Simple "yes" or "no," isn’t a feedback

    Moreover, the lack of specific feedback, often reduced to a mere "yes" or "no," is an obvious drawback, particularly when considering candidates for senior roles. Such superficial responses fail to acknowledge the effort and expertise candidates bring to the table, leaving them with unanswered questions and a sense of disengagement.

    This approach not only reflects poorly on the hiring process but also means a significant risk to the employer brand. Companies invest considerable resources in crafting a positive image as an employer of choice. However, neglecting to provide proper feedback undermines these efforts and can discredit the brand's reputation in the eyes of both candidates and the wider professional community.

    Well-established post-interview feedback culture

    A well-established feedback culture, on the other hand, can be a game-changer. Providing timely and meaningful feedback demonstrates respect for candidates' time and efforts while promoting transparency and trust. Even in cases where a candidate is not selected, constructive feedback offers valuable insights for personal and professional growth, leaving a positive impression of the organization.

    Building Strong Employer Brand

    To cultivate a feedback-driven recruitment culture and protect the employer brand, companies must prioritize the following steps:

    1. Establish Clear Communication Channels: Ensure that candidates are informed about the feedback process from the start.
    2. Set Expectations: Communicate expectations regarding the timeline for feedback and the level of detail candidates can expect to receive post-interview.
    3. Provide Constructive Feedback: Offer specific feedback tailored to each candidate's strengths and areas for improvement. This demonstrates respect for their efforts and enhances the overall candidate experience.
    4. Utilize Technology: Leverage technology solutions to streamline the feedback process and ensure timely delivery to candidates, regardless of the outcome.
    5. Support a Feedback Culture: Encourage feedback not only from hiring managers but also from candidates themselves, enabling continuous improvement of the recruitment process.

    By prioritizing feedback in the recruitment process, organizations can not only attract top talent but also strengthen their employer brand. After all, a positive candidate experience today can translate into loyal employees and brand advocates tomorrow.

    Mariana Turanová   
    Managing Partner Slovakia & Regional Consultant CEE


    Why do Sales Directors change jobs?
    By JOANNA DULNIAK on 27 FEB 2024 08:56 PM

    The reasons for changing jobs can vary, but the primary ones are often:  receiving a better professional and financial offer, and not achieving the desired results. However, a less recognized yet crucial factor, partially related to the aforementioned reasons, is the difficulty in acquiring good candidates for sales teams

    [...]

    Is the awareness of this aspect present in companies? After all, achieving good results is impossible without a good team.

    "a team is only as strong as its weakest link"

    Beyond the commonly cited reasons of pursuing better professional and financial opportunities or facing performance challenges, the underappreciated factor of acquiring top talent for sales teams plays a pivotal role. This raises a critical question: do companies truly grasp the significance of this aspect? The adage "a team is only as strong as its weakest link" resonates profoundly in the context of achieving commendable results in the sales domain.

    Unfriendly recruitment procedures

    The intricacies of recruitment processes further compound the issue. Lengthy and convoluted procedures, often characterized by multiple stages and centralized recruitment departments covering entire regions, can hinder the timely acquisition of suitable candidates. This situation is exacerbated when those involved in the recruitment process lack a comprehensive understanding of the required profiles. Sales Directors, entrusted with distinct responsibilities, find themselves ill-equipped to optimally navigate the intricacies of the hiring process due to time constraints and a lack of specialized expertise.

    Underestimation of local markets specifics

    Local nuances cannot be overlooked when addressing recruitment challenges. Understanding the unique dynamics of local recruitment markets and respecting the diversity of cultures is paramount. An optimal recruitment strategy necessitates a meticulous survey of the market, ensuring an accurate assessment of candidates' capabilities and alignment with the organization's goals.

    Not theory, but real Sales Directors daily practice

    My recent conversation with a Sales Manager responsible for the Central and Eastern European (CEE) region serves as a poignant example. His decision to change jobs was fueled by the weariness of independently managing recruitment in a distant country. Intriguingly, the internal procedures of the organization mandated internal HR department to handle recruitment, although unsuccessful,  precluding the use of external recruitment firms. This highlights the importance of aligning internal processes with the practical needs of the sales function.

    Recruitment success extends far beyond recruitment

    While the aforementioned challenges are just one facet of the complex landscape of Sales Director transitions, the overarching conclusion is resounding. Even the most adept Sales Manager cannot achieve exceptional results without the proactive support of the company in the recruitment process and also the ongoing care and development of the sales team.

    In essence, the success of a Sales Director and, by extension, the sales team and entire company is an intricate interplay of recruitment strategies, leadership qualities, and organizational support. By recognizing and addressing these multifaceted elements, companies can foster an environment conducive to achieving and sustaining exceptional results in the ever-evolving landscape of sales and business.

    Joanna Dulniak
    Managing Partner Poland