Fining and banning drivers of petrol and diesel vehicles in certain areas of London is surely counter productive? If the charging network was comprehensive, and electric cars were affordable to all, then there would be much more positive take up?
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Interesting times in Automotive Executive Search at the moment, with potential interest rate rises, Brexit and continuing debate around emissions and vehicle taxation leading to less senior level opportunities, and very exact briefs from respected clients. So why should you leave your safe, current position, if you are approached by a professional “headhunter”?
Well, the top answer has always been career development followed closely by business culture and recognition. But recently on approaching senior level executives, salary and benefits have come to the fore. Pre-negotiating before interview attendance is a definite negative for a potential employer. Far better, if you believe the move is exactly what you are looking for, to build client desire through discussion and informal/formal interview.
Companies are only wanting to hire the very best solutions for their senior management vacancies at present, and it is much easier to negotiate a suitable package at the end of the process, rather than at the beginning. So polish up your personality and persuasiveness skills to ensure a “win-win” situation is achieved. The more you put in, the more you will receive, without question.
Good luck with your salary negotiations and career decisions, but not necessarily in that order!
Another fantastic weekend spent at Goodwood Festival of Speed, watching some spectacular racing, enjoying each brand’s stand and getting a sneak peek at what’s coming over the next 18 months.
Walking around and getting up close and personal with all vehicles taking part throughout the day in the Assembly Area with classics through to future models, it’s easy to see why people view the Festival of Speed as the unofficial UK motor show. Made all the better with the constant rumbling (or not in the electric cars case)!, coming from the track and seeing some stunning vehicles take on the hill climb.
For me, seeing the Polestar 1 take on the course and seeing it in the flesh, was a personal highlight. Then also walking round the side of the house to a lawn full of classics followed by First Glance Paddock and seeing what else is in store was a great juxtaposition of where we have come from and where we are going.
Southgate Consulting is delighted to be working with Kawasaki Motors Europe NV (KME) to select a Marketing Communications Manager for their European HQ close by Amsterdam. Combining your motorcycle passion with your professional skills in Marketing Communications, we are seeking an English speaking graduate calibre candidate who would be based in the Netherlands (or happy to relocate to the region).
KME offers a Head Office culture which is market-driven, welcoming and willing to support new employees into their team, offering the chance to influence and create change in the business.
The Marketing Communications Manager will be responsible for designing multi-channel campaigns for the European Market (35 Countries), being the guardian for the Kawasaki Brand, monitoring consumer trends and advising on strategic and tactical campaigns is central to the remit.
Please call Callum or David Southgate personally on 00 44 1235 863525, or email us search@southgateconsulting.com if you would like to receive a full job description to learn more about this exciting career opportunity.
During the interview process #competencybasedinterviewquestions are now an integral part of the shortlist selection process. Ensure you are familiar with this style of questioning before attending any formal interview…..
Southgate Consulting was recently invited by Volvo Cars UK to join them on the Volvo Pavilion at the Volvo Ocean Race. To see the start of leg 10 set out from Cardiff, which was a truly enjoyable and informative day.
Starting the day as relative sailing rookies, the information and experience centre provided by the Volvo pavilion staff was enough to get up to speed and understand what the teams go through in their 9 month journey from Alicante to The Hague. Being able to see boats up close as we joined them out on a RIB for the start was fascinating.
A fantastic day that has got us hooked for the final two legs! A big thank you to Volvo Cars UK, and especially to David Baddeley & Chris Eady!
#volvooceanrace #turnthetideonplastic
Great advice from #LizRyan – LinkedIn Contributor;
“The best way to end a job interview is to get up and go. Don’t linger, your time is valuable. You are just as happy to leave as you were to arrive. The interview is over and you have other important places to be.
The most successful job candidates are the ones who don’t need to beg for the job. They show up, have a conversation, talk about the opportunity (more than they talk about themselves) and ask the questions they need to ask.
They don’t communicate the message that they desperately need this job. Managers hire people they have confidence in. When you convey confidence in yourself, other people feel it too.
The best way to leave a job interview is to rise from your chair, extend your hand for a quick shake and say, “Great conversation — it was wonderful to meet you.”
Don’t ask them how long it will take them to get back to you, or when they expect to make a decision”.
Southgate Consulting has just updated its Privacy Policy ensuring confidentiality and security for both Clients and Candidates alike, in accordance with the forthcoming 2018 GDPR regulations. This will ensure we continue our strategy of maintaining your data and information securely, and that it is not passed on to any individual, company or organisation without your prior approval.
Southgate Consulting has just completed its most senior Director placement so far in 2018, where we were asked to assist with the recruitment process for a highly respected privately owned multi-franchise dealer group. This client made the whole process so easy and pleasurable for the candidates involved, demonstrating that they understood exactly how to attract, as well as assess, potential new employees to a business in a market facing change and challenges.
Some of the key points, resulting in a job offer (which culminated in mutual delight from client and candidate alike), were as follows;
- Flexibility on meeting times and locations to suit all parties during the interview process.
- straightforward first, second and final presentation interview process conducted with the key decision markers in the business, completed over a concise three week period.
- Accessibility of contact between candidate and Directors of the business at all times.
- Thorough feedback from the client on all candidates interviewed, in a clear and pragmatic style making feedback straightforward.
- Openness and flexibility when undertaking job offer negotiations, with quick decisions make on both sides.
- Formal offer letter, contract of employment and company information delivered 12 hours after the offer has been struck.
- The successful candidate applauded the client’s comprehensive, factual and informative joining pack that arrived after verbal offer agreement.
- Within a further 48 hours resignation had been tendered by the candidate to their current employer.
So, nothing out of the ordinary really, but a practical and pragmatic lesson in how to reach a satisfactory recruitment conclusion, quickly, positively and professionally for all concerned.
There is no doubt that first impressions are vitally important, but communication and conduct throughout the first meeting will be much more positive if you have done preparation well. So research, research, research and follow these points to ensure a second meeting is forthcoming;
10 point check list for your initial interview
- Presentation and preparation is critical before you go into your meeting.
- Research is easy to do online and offline. How much have you done?
- Do not be either nervous or over confident on first contact with your interviewer.
- Does the interviewer want you to lead or follow in these discussions?
- Answer competency based questions factually and succinctly.
- Are you an expert in the interviewer’s eyes, but not overqualified?
- Is your perceived cultural fit correct with the company you are applying to?
- How can you add value to this business?
- Are you seeing yourself through the interviewer’s eyes as well as your own?
- Does the interviewer know you are definitely interested in the role on departure?