What are the general criteria that employers focus on when hiring staff?
Most of the work we do has a pretty heavy leadership dimension. We generally look at a set of enduring criteria that include strategic thinking ability, the ability to deliver results, typically through leading people and change.
As a result of market dynamics, the pace of change is so quick, which has big implications for culture and the way that things get done.
What was your most unforgettable experience in finding a perfect candidate?
We have extraordinary opportunities to work with Chinese clients, particularly around sourcing global talents who they may not be able to access.
In one case recently, we were able to take one of the largest global bank's chief learning officer and move him into a Chinese State-owned institution. And the exciting part is that the access we have to talent pools means we can support a newer flow of clients like Chinese SOEs.
How do you usually identify candidates and introduce them to your clients?
As we focus on top executive searches, there is a significant amount of potential overlap between the candidates and our clients, so the process has to be very thoughtful and appropriate. We have a thorough and methodical process which we customize to our clients' needs. Things you might think would happen quickly take time, including sourcing in the dynamic market, so an entire project can take anywhere from 10 to 16 weeks on average.
Any advice to the younger generation on developing career and leadership skills?
Leadership is about treating other people as you would like to be treated and conducting yourself in a way that would be perceived favorably and positively by the people you are hoping to lead.
You can't go wrong as a leader by always trying to put yourself in the shoes of your team members.
How did you join this industry and how has been your journey so far?
I was actually recruited into this industry and in the beginning I was not necessarily that enthusiastic about it, but as Spencer Stuart is a skillful recruiter, I took the offer. Things have been great and I had a very wonderful and exciting career with Spencer Stuart.
Could you share with us your management experience and how you manage such a big institution?
One of the things I know more about now than ever before is that being a good leader, particularly at the more senior levels, is all about surrounding yourself with even better people than you are. And since we are in the business of finding great leaders, I am very blessed to have around me a whole group of very great leaders.
For work-life balance, what do you usually do in your spare time?
I am very fortunate to have a terrific wife who is a professional lawyer and prosecutor in the United States and two children and two grandchildren.
I am fortunate to have family time when not at work, which is very important to me.
I have also managed to play some sports to stay reasonably physically fit, given the travel schedule that I have. I like to read because learning is not only fun and essential but also a great way to relax.
CV
Career:
2012 onwards: Managing Partner and chief executive officer of Spencer Stuart
2006-12: Chairman of Spencer Stuart
1994-2006: Various leadership roles across geographical areas and practices
1989-93: Chief operating officer at Ganton Technologies
Education:
1977-79: The Booth School of Business, the University of Chicago,
1971-75: Marquette University
Family: Married with two children
