Our customers are our focus
What does a great executive search partner look like?
To state the obvious, a firm that satisfies your search needs for leadership talent by appointing great candidates in a timely manner.
Beyond this, an ideal search partner will:
- Consistently appoint great leaders who stay with and perform for your business over many years, becoming a key part of your succession planning, and contributing to your business performance, reputation and sustainability.
- Have earnt trusted advisor status by delivering excellent results over time and working with you at the strategic as well as operational level.
- Be as interested in your organisation when you aren’t recruiting as much as when you are.
- Be an outstanding ambassador for your organisation, enhancing and safeguarding its reputation.
- Provide and receive respectful, honest feedback; be authentic, transparent and have real integrity.
- Regularly share meaningful research, market intelligence and insights with you.
- Develop a well-informed brief and search strategy through a structured consultation process with key stakeholders.
- Have policies and processes in place to proactively manage privacy, data protection and other risks that could
adversely impact your business.
- Conduct searches in a manner that considers and supports your diversity objectives.
Witt/Kieffer Ccentric is our joint venture with Witt/Kieffer, the largest executive search firm in the USA focusing exclusively on healthcare, higher education and life sciences. Witt/Kieffer Ccentric partners with Ccentric in undertaking global executive searches for Australian clients, as well as servicing its own clients in the UK/Europe, Asia and the Middle East.
CcSelection provides a targeted executive search for key middle to senior management and specialist professional positions. It also provides interim management and professional staff when you need an experienced executive, clinical or academic leader to undertake a short-term project, cover a period of leave, or fill a position while you recruit a permanent replacement.
Our commitment to customers includes:
We have an experienced team of qualified executive search professionals who listen to you, and will also ask the right questions to ensure an in-depth understanding on the brief on which we need to deliver. Our search delivery model is based on an integrated team approach to deliver optimum results in a timely manner.
Advancing Diversity and Inclusion
Our Diversity and Inclusion Mission Statement
Ccentric Group believes a culture of diversity and inclusion, where the entire range of human experience is welcomed and celebrated, can strengthen and transform organisations. We strive to model this belief in our work and service to our clients.
Our Beliefs and Practices
Diversity and cultural competence are fundamental to excellence in all organisations, and especially those – such as in education, the not-for-profit sector, and healthcare – committed to improving the quality of life. It is imperative that leadership reflects the diversity and inclusiveness of workers and stakeholders.
Ccentric Group has adopted a range of codes to advance diversity, including The Diversity Code of Conduct developed by the Australian Institute of Company Directors (AICD), The Athena Swan initiative in the higher education sector, and the ‘30% Club’, a worldwide movement aiming for a minimum 30% female representation on the Boards of organisations as well as executive positions.
As an executive search firm, we recognise the critical role we can and should play in promoting diversity and inclusion. One particularly relevant finding of the Diversity Council of Australia’s paper, ‘Diversity Benchmarking and Inclusion Practices in Australia’, is that the top two drivers for diversity in Australian organisations are to better position themselves to (1) recruit and retain talent (68%), and (2) to be an employer of choice (59%).
In terms of gender, the split of our placements for the last 5 years across 7 broad job categories is shown below. It is positive that we are above the 30% benchmark in six of the seven categories and close to 30% on the seventh, that of Medical Leaders.
Gender Diversity of Ccentric Placed Candidates by Job Type
We have adopted the following key principles from the AICD’s code of practice:
Succession Planning: Search firms should support Chairs and CEOs in developing medium-term succession plans that identify the balance of experience and skills that they will need to recruit for over the next two to three years to maximise executive and board team effectiveness.
Diversity Goals: When taking a specific brief, search firms should look at overall board or executive team composition and, in the context of the company’s aspirational goals on gender balance and diversity more broadly, incorporate the required diversity goals into the search.
Defining Position Descriptions: In defining position descriptions, search firms should work to ensure that significant weight is given to relevant skills, underlying competencies and personal capabilities and not just proven career experience, in order to extend the pool of candidates beyond those with existing board or senior roles or conventional corporate careers.
Long lists: When presenting long lists, search firms should aim for at least 30% of the candidates being women – and, if not, should explain to the client why they believe that there are no other qualified female options through demonstrating the scope and rigour of their research.
Supporting Selection: During the selection process, search firms should provide appropriate support, in particular to first-time or early senior career candidates, to prepare them for interviews and guide them through the process.
Emphasising Intrinsic Skills: As clients evaluate candidates, search firms should ensure that they continue to provide appropriate weight to intrinsic skills supported by thorough referencing, rather than over-valuing certain kinds of experience.
Induction: Search firms should provide advice to clients on best practice in induction and ‘onboarding’ processes to help new executives and board directors settle quickly into their roles.