The Hindu Business Line : The talent hunter

This player is in the business of helping companies search better — for the right talent. And how does it feel about the Indian head-hunting scene? Read on...

Janet Tweed, CEO and Founder, Gilbert Tweed Associates Inc.

We search for those who are not searching for change," says Janet Tweed, CEO and founder of Gilbert Tweed Associates Inc (GTA), a down-to-earth head-hunter who has been running her New York-based company since 1972 and forayed into India five years ago.

With globalisation on the horizon and several Fortune 500 companies as clients, GTA thought it best to set up operations in India with a view to create a hub to service not only the country, but also the rest of Asia and West Asia. In India, recently, with board member Stephanie L. Pinson who directs the India-based offices in New Delhi and Mumbai, she spoke on the trends emerging in the high-end job market here and the spurt seen in executive salaries after a period of quiet for a few years.

Janet is not only well-versed in the recruitment business but also sought after for her knowledge and views on the subject. A specialist in placements for the very top-of-the-rung positions such as President, Chief Executive Officer, and senior management ranks, she is in touch with top echelon movements.

"The more global we become, the more the need to hire culturally relevant heads for establishments so that they understand the local compulsions and reality, and work within that framework," she says as she explains that even today several Indian companies are not sure what exactly they have to do to recruit the right manpower.

However, she feels, that the environment is changing so fast that Indian companies will be forced to change their HR techniques and will have to pay more for people and more for search in order that the right fit is found — that someone who will make a difference to their organisations. "They will soon have to recruit the talent that does not walk through the door."

Hitting upon Mr or Ms Right

Apart from head hunting, both Janet and Stephanie are also involved in succession planning for companies and conducting human resource audits to assess and evaluate the resource, an important exercise especially when an acquisition is in the offing. In fact, GTA has developed its own search support programmes that make the company even more specialised in the task.

Stephanie and Janet explain the use they have put their ReloSearch programme to. In the US, they have found that when they do hit upon Mr or Ms Right for a certain high-end job, several times it is family concerns and lifestyle issues that tilt the decision balance. ReloSearch is designed to address precisely this problem and helps "relieve the anxiety and ease the trauma connected with relocation."

Through ReloSearch, GTA provides Mr or Ms Right every kind of assistance, including information on the place of relocation, support and counsel to the entire family, even a helping hand to the spouse to relocate. It is done primarily through telephone and home visits, research, realtor identification, house-hunting trips, co-ordination and follow-up trips. ReloSearch's partner SpouseSearch addresses the problems spouses face and the programme does more than just meetings. It includes career planning, resume preparation, resource list strategy, network training, even letter and interview preparation — all it takes to make the crucial move.

Though ReloSearch is commonly used in the US and is an integral part of GTA's engagement with a client, in India it has still not been put to extensive use. Ravi Bhatia, GTA's Managing Director in India, says this stage has yet not been reached where the candidate's family members are met. Mostly advice on various issues is given to the candidate himself or herself.

"On issues such as schooling, housing which are equally important to the candidate, we impress upon the client's HR department to help the client and this is most often done willingly as it makes sense to ensure that the chosen candidate is not burdened by such relocation issues," he says.

Back to the women behind the business. It is years of experience that leads them to where the talent lies, be it searching for a turn-around specialist or a hi-tech CEO. "Executives mostly make changes in their careers four times, with a gap of around five to seven years. However, in the hi-tech industry, movements are faster," reveal the two women as they explain that like everything else searches too depend on supply and demand. And the highest demand, hence the highest salaries too, in present times are in industries such as automobiles, healthcare, information technology and pharmaceuticals.

So while Janet searches for the top honchos, there are some in search of her. Otherwise how would she reach the HarperCollins list of the top 100 executive recruiters among `The Career Makers'.

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