Page 26 - PWM2024_DECEMBER EBOOK

BETTER BUSINESS

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New technologies may have found their way into
the world of print, but ultimately, it’s people that
make any business in the sector work, by Adam
Bernstein
A description of the role. As Thompson
nd this applies espe-
cially to leadership roles explains: “It is important to outline
where ‘getting it right’
organisational goals, both short and
can make all the differ-
long term, and then then lay out the
ence between success
and failure.
them.” He adds that “some organisa-
Of course, as we’ve seen, not every pathways which will help achieve
tional goals are more sales oriented;
large organisation hires correctly and others focus on the operational side
indeed, some have hired without of things”. Understanding this will,
adequately checking on claimed he says, determine the profile of can-
skills, qualifications and experience. didate required and the process
Nick Adderley is a perfect exam- thereafter.
ple. The former Chief Constable of Michaela Stachini, director of
Northamptonshire Police from 2018 Mercury Search & Selection, a print
to 2024, he was dismissed for gross and packaging recruitment special-
misconduct after embellishing his ist, takes a similar line but specifically
military service in the Royal Navy draws a distinction between the job
and fabricating the receipt of description and person description
Northern Ireland and Falklands noting that “a CEO is the pinnacle
medals. leadership position in an organisa- professional recruitment consultant.
So, how can print firms best tion, reporting only to the board and
recruit for a CEO role? How do they with very much a strategic function DIY or professional recruiter?
establish the truth behind appli- rather than anything operational”. In But do print sector firms need to use a professional recruiter or can they
cants? And what can third party con- contrast, in a smaller organisation, do the job themselves? Not unsurprisingly, Thompson knows of recruit-
sultants do for them? she says that the managing director ment companies that have a vested interest in saying that firms should use
will be both strategic and opera-
Defining the role tional. This is why she says that “the their services to achieve the best successful results. However, over the
George Thompson, joint manag- first steps are very much about creat- years he says that he has advised many smaller firms to try placing an ad
ing director at Harrison Scott ing a person specification which is first or using their own resources to fill certain roles.
Associates, a recruiter for the print distinct from a job description and is Using the DIY analogy, he says: “If the approach to other vacancies is like
sector, reckons that the task begins rooted in purpose”. building a shed, then recruiting a CEO is like building a house. You could
by firms defining what it is they are It’s essential, from her standpoint, try it yourself, however, there is a chance the house might fall down.” In
looking for in an individual, a process that “the board agrees on the broad other words, DIY could work for some positions, but he wouldn’t recom-
that varies depending on what the purpose of the company, the threats mend it for senior roles.
firm does. Acknowledging that pack- and opportunities it faces and an idea But as to how should firms choose a recruiter, Thompson says that it is
aging firms tend to be larger organi- of where they’d like to go or be in the important to look on the vacancies section of that recruitment company’s
sations, he thinks that the board will future”. By looking at the gaps and website to see if they are already handling senior appointments – and
be involved in recruiting a CEO. But changes necessary the board, she “make sure it is the MD or a director of the firm who will play a key role in
in print, however, they’re smaller so reckons, “can pull together an idea of
“most of the time it will be the owner the kind of person they need, the per- assignment. Top-level candidates such as CEOs much prefer to deal with
or owners of the business who will son values, approach skills and expe- people at a high level, and they can better relate to such seniority, so this
oversee the process”. rience that person is likely to have”. allocation will facilitate a more harmonious relationship”. It follows that
Regardless, he says that the key And this is the point at which she firms need to also look for highly credible testimonials, both on the compa-
step is the construction of a detailed would advise companies engage a ny’s website and the consultant’s LinkedIn profile.

24 PrintWeek MENA December 2024 www.printweekmena.com