The 5 Top Traits To Look for When Recruiting Digital Leaders

Alan Herrity | August 2, 2021

By Alan Herrity | August 2, 2021 | agile

As companies strive to digitise their operations, skilled digital leaders are in high demand. Finding the right candidate to drive your digital strategy is crucial. So what should you look for in the hiring process? Let’s look at the five most important traits to look for when you’re searching for your next CDO, CTO or CIO.

Table of Contents:

The Demand For Digital Leaders Is Growing
The Different Stages of Digital Maturity
5 Traits To Look For In Digital Leaders
Strategic vision and a clear purpose
An experimental mindset
Strong execution skills
A collaborative approach
Ability inspire and educate
Conclusion

The Demand For Digital Leaders Is Growing

MIT Sloan and Deloitte Insights have done extensive research on how companies evolve digitally. The paper “Coming of Age Digitally” found that one of the things that set digitally mature organisations apart is digital leadership.

The study also shows that the demand for new, skilled digital leaders is growing. This was equally true for all organisations, regardless of how digitally mature they were. It seems more or less everyone is looking for top executive talent to help their company take the next step. This means competition in the talent acquisition sphere is intense, as companies are doing their best to attract digital stars.

But what exactly is a good digital leader? What are the traits to look for, and are they the same for all companies? While some companies are just starting their digital journey, others are highly sophisticated and mature.

Let’s look at the characteristics of a great digital leader – for each phase of digital maturity.

The Different Stages of Digital Maturity

There are many ways to illustrate the different phases of digital maturity that an organisation evolves through. Here we will divide the journey into the following stages:

Beginner: The organisation is at the beginning of the digital journey and has not yet implemented essential digital elements.

Implementer: The organisation has implemented basic digital elements but has not yet consolidated them throughout the organisation.

Advancer: The organisation has gone through a digital transformation and is now breaking down silos, unifying ways of working, data sources and ensuring operational efficiency.

Leader: The organisation is entirely digitised and is now looking at advanced technology such as AI and machine learning to take their operations to the next level.

5 Traits To Look For In Digital Leaders

In the previously mentioned survey, respondents were asked, “What would you like your leaders to have more of to navigate digital trends?” The survey showed clearly that general leadership skills ranked high. Although the responses did suggest that leaders need an understanding of technology, technical skills per se were considered the most important prerequisite for good digital leadership.

Based on the responses in the survey, as well as our ongoing discussions with clients and executives, we’ve found the following five traits to be desirable in digital leadership:

Strategic vision and a clear purpose

Having a clear direction and providing the whole organisation with vision and purpose came out on top in the MIT survey as the number one most desired characteristic in a digital leader. 26% of respondents chose this as the top trait, showing that employees expect the leadership to guide them through digital transformation journeys.

In one of our roundtable discussions here at Momentum, we talked to Digital, Innovation and Transformation expert Megan Fisher. She emphasised the importance of a strategic mindset:

“The first key part of any transformation is to establish the link to strategy. What is your core strategic reason behind the need to change? This could be product simplification, cost reduction, having the ability to respond quicker in a competitive market, or improvements in customer experience.”

Besides having a strong strategic vision, getting all stakeholders to buy into that vision is crucial. Only when everyone feels part of the journey will there be successful transformation.

A strategic vision and a clear purpose are fundamental when driving digital transformation in companies at the beginner level.

Ability to inspire and educate

Digital leadership is very much a matter of ongoing change management and communication. Just as we will never reach a point where technology stops evolving, organisations will constantly need to update and develop their digital environment. Tools and platforms are continually evolving, and the companies that fail to keep up will be hopelessly left behind.

“With the power of communication often underestimated, using repetition and different channels can be a good way to ensure your message gets through,” says Megan.

At the same time, people are inherently a bit sceptical about changing. To effectively bring organisations forward on the digital journey, one of the essential traits of the digital leader is to inspire and educate the organisation to implement and leverage new digital tools, ways of working and processes.

Being able to inspire and educate is extremely important when companies are at the Implementer level, where all stakeholders and employees need to both understand and embrace new ways of working and technology.

Strong execution skills

In the MIT survey, 13 percent of the respondents considered “Execution” the most critical digital leader characteristic. The ability not only to envision bold change, but also to make it happen and see it through, is a leadership skill that is always sought-after in executives. This goes for digital leaders as well.

“Additionally, a good tip is to take action on the most valuable and potentially most difficult tasks first to ensure from the outset that they’re actually doable. A problem-solving mindset across the group is also fundamental when it comes to being prepared for when things go wrong,” says Megan.

While the projects will differ, strong execution skills and the ability to see projects through are important through all stages of digital maturity.

A collaborative approach

One of the main advantages of digitalisation is that it enables organisations to break down silos and share data and knowledge across departments. This, in turn, allows for a customer-centric way of working, which is what customers of today expect: a seamless experience regardless of what country they’re in or what department they’re talking to.

We had a chat with one of our clients, who’s a digital leader in the healthcare sector. He too, stressed the importance of communication and education in the role:

“My first focus was to build a strongly motivated and successful team, and then work to get traction with the other business units and departments. This included overcoming the existing silos between the different business parts, and creating more synergies”.

To achieve this seamlessness, digital leaders need a collaborative mindset where they invite all leaders and stakeholders into the digital transformation journey. A strong digital leader will make sure the organisation builds on a common foundation instead of multiple initiatives across the organisation which are siloed and not aligned with organisational strategy.

As the organisation evolves and reaches the advancer phase of digital maturity, emphasis on cross-departmental collaboration becomes even more critical.

An experimental mindset

The more digitally mature an organisation becomes, the more agile and innovative it will be. This requires leaders who are willing to experiment, learn, and, when needed, pivot. An attitude where mistakes are seen as learning experiences rather than failures is essential, and a “fail fast” mindset will enable your company to win even faster.

“Develop an agile approach to organisational change and communications that can evolve over time. It’s important to ensure that everyone is aware of your initiative, what is in it for them, and what role they need to play,” says Megan.

A modern digital leader should be comfortable with an agile way of working, where minimum viable products are prioritised over massive projects.

The ability to experiment is critical in companies that are at the leader level of maturity, where they will need to break new ground and create innovative solutions to continue to push the boundaries of what is possible.

Conclusion

While a technical understanding is important in a digital leader, it’s not the most essential trait to look for. Instead, leading with empathy, influence and a true servant leader approach with the right balance between execution and organisational change management are the traits of the best and brightest.

While this holds true through all stages of the digitalisation journey, the emphasis on education and inspiration is even more critical at the early stages of digital maturity. In organisations on a more mature digital level, the need for collaboration to ensure persistent execution is paramount.

Find out more, email Alan

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Crafting a compelling executive summary: key to enhancing your CV for transformation leadership role

Crafting a Compelling Executive Summary: Your CV's Secret Weapon

By Alan Herrity • February 21, 2025

In the competitive world of executive search, your CV is often your first chance to make a lasting impression. For transformation leaders, the executive summary is not just a formality - it is your secret weapon to capture attention and showcase your value from the outset. At Momentum Search and Selection, we have seen countless CVs cross our desks. The ones that truly stand out invariably feature a well-crafted executive summary. But what makes an executive summary genuinely effective? Let’s break it down. 1. Align with your Target Roles Your executive summary should mirror the roles you are targeting. It is not enough to simply list your job title and years of experience. Instead, paint a picture of how your expertise aligns with the specific demands of transformation leadership roles. This alignment shows potential employers that you understand their needs and have the skills and experience to match them. 2. Showcase Your Impact with Metrics Numbers speak louder than words, especially in the world of transformation. Your executive summary should feature key metrics that demonstrate your impact. These might include: Team sizes you have led (both onshore and offshore) Budget responsibilities (CapEx and OpEx) Program sizes in terms of team members and budgets Cost savings or revenue generation figures Team engagement scores By including these metrics, you provide tangible evidence of your capabilities and achievements. 3. Finish with a Leadership Flourish The final component of a stellar executive summary is what we call the 'leadership flourish'. This is where you showcase your leadership style and impact. Draw from 360-degree feedback, LinkedIn recommendations, or testimonials from team members. Paraphrase these insights to give potential employers a sense of your leadership approach and the impact you have on your teams. For example: "As a leader, I am known for my ability to inspire diverse teams, drive innovation, and deliver transformative results in high-pressure environments." Crafting an effective executive summary takes time and thought, but the payoff is substantial. It sets the tone for your entire CV and can be the difference between landing an interview or being overlooked. Remember, your executive summary is not set in stone. Tailor it for each application, ensuring it resonates with the specific role and organisation you are targeting. Follow these guidelines to create an executive summary that captures attention and compels hiring managers to read on. In the fast-paced world of transformation leadership, your executive summary is your chance to stand out from the crowd. Make it count. Alan Herrity Director Momentum Search and Selection

Executive search success: aligning stakeholders for efficient talent acquisition outcomes.

The Key to Executive Search: Aligning Stakeholders from the Outset

By Alan Herrity • February 14, 2025

Talent acquisition can be complex, especially for senior, critical and niche assignments. One of the most critical steps to ensure success is aligning all stakeholders from the outset. This alignment helps prevent miscommunication and ensures everyone works towards the same goal. The Importance of Stakeholder Alignment Build a Unified Vision Bringing all stakeholders together ensures a shared understanding of the assignment's requirements, desired skills, and cultural fit. Prevent Discrepancies Early alignment helps identify and resolve any differences in expectations, reducing the risk of issues later in the process. The Alignment Meeting 90-Minutes to get everyone on the same page This meeting is a cornerstone of the search process, where all parties discuss and agree on the assignment's specifics. Comprehensive Discussion Topics include skills, experience, target companies, geographies, salary expectations, and cultural considerations, ensuring a holistic approach to your search. Benefits of Early Alignment Streamlined Process With everyone on the same page, the search process becomes more efficient and focused. Better Hiring Decisions A clear understanding of the assignment and expectations leads to more informed and successful hiring decisions. Aligning stakeholders at the beginning of the search process is essential for success. By ensuring everyone is on the same page, organisations can streamline their talent acquisition efforts and make better hiring decisions. Alan Herrity Director Momentum Search and Selection

Talent Dashboard streamlining executive search process at Momentum Search and Selection

Revolutionising Executive Search: The Power of Talent Dashboards

By Alan Herrity • February 6, 2025

In the world of executive search, making the right decision is crucial. Traditional methods rely heavily on CVs and often lack the necessary evidence to demonstrate why a candidate can be a success. At Momentum Search and Selection, we've pioneered a game-changing approach: the Talent Dashboard. The Challenge of Traditional Talent Acquisition Consider this scenario: A leading Australian organisation and much-loved icon that is part of the fabric of our society needed to appoint a Transformation Executive. They were used to going through a traditional approach with mixed results and could not afford to get this search wrong. Enter the Talent Dashboard Our Talent Dashboard approach is designed to give clients a comprehensive and insightful view of potential candidates before they invest time in face-to-face interviews. Here's how it works: 1. In-depth Candidate Interviews We conduct thorough interviews with shortlisted candidates. These aren't your standard talent acquisition chats. We conduct a full competency-based assessment. 2. Targeted Questions At the end of these interviews, we ask each candidate three key questions that we have agreed with the client beforehand. These questions are tailored to the specific assignment and organisation and designed to reveal crucial insights about the candidate's approach, experience, and fit. 3. Video Recordings The responses to these key questions are recorded on video. This allows us to capture not just what the candidates say but also how they say it—their body language, confidence, and communication style. 4. Comprehensive Dashboard We compile these video responses and detailed written summaries and CVs into a user-friendly dashboard. Clients can easily compare candidates side by side, reviewing their responses to identical questions. The Impact: A Real-World Example Let's return to the company seeking a Transformation Executive. We implemented the Talent Dashboard approach for their search. The result? A C-level stakeholder said: "It was like having a preliminary interview with each candidate without the time investment. We could see their thought processes, communication styles, and how they handled pressure." The company was able to narrow down its choices more effectively, focusing its time and energy on the candidates who truly stood out. The candidate they eventually hired wasn't the one with the most impressive CV but the one whose video responses demonstrated the innovative thinking and leadership style they were looking for. The candidate followed up with in-person interviews and a case study to demonstrate that they were the best candidates on the interview shortlist. Why the Talent Dashboard Works 1. Saves Time and Resources Clients can make more informed decisions about which candidates to invite for face-to-face interviews, significantly reducing the time and resources spent on the hiring process. 2. Reveals True Potential Video responses often reveal aspects of a candidate's personality and approach that might not come across in a written CV or phone screening. 3. Ensures Consistency Clients can make fair, side-by-side comparisons by asking the same questions to all candidates. 4. Reduces Bias The dashboard's structured nature helps minimise unconscious biases that can creep into the talent acquisition process. 5. Improves Collaboration Multiple stakeholders can easily review and discuss candidates, even if they cannot attend initial interviews. The Momentum Difference While video interviews aren't new in talent acquisition, our Talent Dashboard approach takes it several steps further: We conduct the initial in-depth interviews, saving our clients time. Our questions are carefully crafted in collaboration with the client to address specific needs and concerns. The dashboard format allows for easy comparison and collaboration. We provide written summaries alongside the videos, offering a comprehensive view of each candidate. Is the Talent Dashboard Right for You? If you're tired of spending countless hours interviewing candidates only to feel uncertain about your choices, or if you are looking for a way to make your executive search process more efficient and effective, the Talent Dashboard approach could be the solution. At Momentum Search and Selection, we're committed to innovating in the executive search space. The Talent Dashboard is just one way we're working to ensure our clients find the right candidates for their critical assignments. Interested in learning more about how the Talent Dashboard can transform your executive search process? Get in touch with us at alan@momentumsearch.com.au . Your next great hire might be just a dashboard away. Alan Herrity Director Momentum Search and Selection

Market mapping process in executive search illustrating talent acquisition strategies

Beyond the Job Board: The Art and Science of Market Mapping in Executive Search

By Alan Herrity • February 3, 2025

Relying solely on job boards and LinkedIn messages will rarely guarantee success in executive search, particularly for senior, critical, and niche assignments. You are only scratching the surface of the total talent pool. At Momentum Search and Selection, we've honed our approach to tap into the hidden talent pool through sophisticated market mapping and candidate sourcing techniques. The Iceberg Analogy: Seeing What Others Miss Picture the talent market as an iceberg. Traditional talent acquisition methods often only scratch the surface, focusing on the visible 30% - those actively seeking new assignments. What about the other 70%? That's where our expertise in market mapping comes into play. Consider this scenario: A leading ASX-listed organisation approached us to find a Transformation Executive. They had previously worked with a well-known talent acquisition agency, which had presented candidates from their existing database and those who responded to job postings. The result? A shortlist that failed to meet the client’s expectations. Our approach was fundamentally different. We didn't just dip our toes in the water; we dove deep. The Momentum Approach: Casting a Wide, Intelligent Net 1. Sophisticated Boolean Searching We start with advanced Boolean search techniques. This isn't your run-of-the-mill keyword matching. We craft complex search strings that consider synonyms and related skills to map out where the talent will be. 2. AI-Powered Search Engines Our arsenal includes cutting-edge AI search tools that learn and adapt as they search. They help us uncover hidden gems - professionals who might have a different title than we're looking for but whose experience and skills make them perfect candidates. 3. Comprehensive Market Mapping We don't just search; we map. This involves creating a detailed landscape of where talent resides within specific industries and geographies. 4. Direct Headhunting of the entire talent pool Armed with our market map, we engage in targeted outreach. This isn't about sending mass InMails. It's crafting personalised approaches based on deep research into each potential candidate's career trajectory and achievements. The Results Speak for Themselves Returning to our recent success, our approach yielded a shortlist that not only met but exceeded the client’s expectations. The successful candidate, who did not use job boards for their searches and was not looking for a new role, made contact. This success story isn't an anomaly. Our market mapping and sourcing techniques consistently allow us to present clients with candidates they wouldn't find through traditional methods. The Momentum Difference While many recruiters claim to do "headhunting", our approach goes several steps further. 1. We invest time upfront to truly understand your mandate and its context within your organisation. For Senior, Critical, or Niche hires, this initial scoping meeting can run up to 90 minutes. 2. Our market mapping is exhaustive, often uncovering talent pools our clients hadn't considered. 3. We use a combination of technology and human insight to identify the best potential fits. 4. Our approach to candidate engagement is tailored and respectful, ensuring that even if a candidate isn't right for the current project, they remain open to future opportunities. A Word of Caution Market mapping and advanced sourcing aren't quick fixes. They require time, expertise, and the right tools. But they're invaluable for organisations serious about finding the best talent for critical assignments. If you're tired of seeing the same candidates presented by multiple agencies, or if you're struggling to fill a crucial position, it might be time to consider a different approach. At Momentum Search and Selection, we're ready to dive deep and map out the talent landscape for your next critical hire. Reach out to us at alan@momentumsearch.com.au to discuss how our market mapping and candidate sourcing techniques can transform your executive search process. Alan Herrity Director Momentum Search and Selection

Importance of retained search for senior and critical hires in organisations.

Why Retained Search is Crucial for Your Organisation's Critical Hires

By Alan Herrity • January 10, 2025

Organisations often find themselves at a crossroads when it comes to filling senior, critical, or niche positions. Should they rely on traditional talent acquisition methods or opt for a specialised approach? This is where retained search comes into play, offering a robust solution for those pivotal positions that can make or break your hiring strategy for this position. We examine a real-world scenario that illustrates why retained search is not just an option but a necessity for critical hires. The Cautionary Tale of 30 Interviews Recently, I met with a senior executive in the technology and transformation space. He shared a story that, unfortunately, is all too common. An organisation had interviewed a staggering 30 candidates for a single position. Yes, you read that right, 30 candidates! And after this exhaustive process, do you know what happened? They ended up hiring someone internally. This raises several red flags: 1. Misalignment at the executive level regarding the assignment brief and the talent acquisition strategy for finding the right person. 2. Inefficient use of time and resources. 3. Potential damage to the company's reputation in the talent market. So, what went wrong? The answer lies in the approach they took - or rather, the approach they didn't take. The Power of Alignment: The 90-Minute Game-Changer At Momentum Search and Selection, we've developed a process that prevents such scenarios. The cornerstone of our retained search method is a comprehensive 90-minute alignment meeting. This is the most important part of the search process for Senior, Critical or Niche positions. Here's what makes this meeting so important. 1. It brings all the stakeholders together in one room (virtual or physical). 2. It encourages an agreed definition of the position requirements. 3. It aligns everyone on the skills, experience, and cultural fit needed for the role. 4. Everyone can agree on salary range and geographical considerations. 5. It allows open discussion and consensus-building. You might think: "Shouldn't the company handle this internally before engaging a search firm?" While that's valid, our experience shows that internal alignment is often more assumed than actual. Our job as external experts is to ask the right questions, challenge assumptions, and ensure genuine alignment before the search begins. The Iceberg Analogy: Seeing the Full Picture Imagine the talent market as an iceberg. Traditional talent acquisition methods often only tap into the visible 30% of the iceberg - those actively seeking new positions. But what about the other 70%? That's where retained search truly shines. Our approach involves four key components. 1. Sophisticated Boolean searches. 2. An AI search engine for niche skills. 3. Comprehensive market mapping. 4. Direct headhunting of passive candidates. By casting a net over the entire talent pool, we ensure that we identify and approach everyone in the total talent pool for each assignment. The Cost of Getting It Wrong Some might baulk at the upfront cost of retained search. However, consider the alternative. The cost of a bad hire, especially at a senior level, can be astronomical. It's not just about the salary and benefits; it's about the potential negative impact on team morale, project timelines, and overall company performance. Our track record speaks for itself. In over a decade of conducting retained searches, we've maintained a 100% success rate. When you compare this to the industry average of around 67% for global search firms, you will understand why we have become the partner of choice for many organisations across Australia and APAC. Taking the Next Step Consider a retained search if you're facing a critical hire and want to ensure the best possible outcome. Don't let your organisation become another cautionary tale of misaligned expectations and wasted resources. Contact us at alan@momentumsearch.com.au to learn how our retained search process can transform your approach to critical hires. Alan Herrity Director Momentum Search and Selection

Professional searching on network-based recruitment and building meaningful connections.

Beyond Job Ads: The Power of Network-Based Recruitment

By Alan Herrity • January 8, 2025

Traditional recruitment methods often fall short in competitive job markets, particularly in the digital, technology and business transformation sectors. At Momentum Search and Selection, we've developed a unique approach we call the "Networked Solution." Here's why it's a game-changer for finding top talent, especially for those hard-to-fill roles. 1. Tapping into Hidden Talent Pools Did you know that up to 70% of candidates do not respond to job advertisements? We do not advertise. Our Networked Solution allows us to tap into these candidates. We're reaching out to active job seekers as well as passive candidates who might be the perfect fit for your role but aren't actively looking. 2. Quality Over Quantity Organisations are often overwhelmed with hundreds of CVs from advertising. Our Networked Solution focuses on the right person and quality. We leverage our extensive network of professionals to identify candidates who not only have the right skills but also align with your company culture and vision. 3. Discretion for Sensitive Roles Our Networked Solution offers the discretion you need for executive positions or roles requiring a high level of confidentiality. We can conduct searches without broadcasting the opportunity publicly to give you a competitive advantage. 4. Tailored Approach for Niche Roles Finding specialists for niche roles can be like looking for the proverbial needle in a haystack. Our Networked Solution allows us to target specific communities and professional groups, increasing the chances of finding that perfect match for highly specialised positions. 5. Building Long-term Relationships Our Networked Solution isn't just about filling immediate vacancies. It's about building long-term relationships with both clients and candidates. This approach allows us to understand the nuances of your business and culture, making future placements even more successful. 6. Reducing Time-to-Hire By leveraging our existing network and relationships, we can often shortlist qualified candidates much faster than traditional methods. This can significantly reduce your time-to-hire, getting your critical roles filled more quickly. Our Networked Solution approach leads to better hiring outcomes, particularly for challenging digital, technology, and business transformation roles. It's not just about finding someone who can do the job; it's about finding the right person to drive your business forward. Interested in learning more about how our Networked Solution can help you find top talent? Contact Alan Herrity at alan@momentumsearch.com.au to discuss a tailored approach for your recruitment needs. Alan Herrity Director Momentum Search and Selection

Diverse team at work, highlighting data-driven strategies for improving diversity in recruitment.

Beyond Quotas: A Data-Driven Approach to Diversity in Recruitment

By Alan Herrity • January 6, 2025

In today's business landscape, diversity isn't just a buzzword—it's a crucial factor in building innovative, high-performing teams. At Momentum Search and Selection, we've developed a data-driven approach to diversity in recruitment, particularly for roles in digital, technology, and business transformation. Here's how we're moving beyond quotas to create meaningful change. 1. Real-Time Diversity Insights Our recruitment process incorporates analytics that provide real-time insights into the diversity of candidate pools. This enables the client to understand the actual composition of the talent landscape for specific roles and industries. 2. Understanding the Market Reality For instance, in the tech sector, we might find that only 20% of candidates for a CIO role are women. This helps us and our clients understand the current market reality and strategise accordingly. 3. Tailoring the Approach Armed with this data, we work with clients to tailor their approach. If diversity is a key goal, we might need to adjust the employee value proposition, expand the search parameters, or look at transferable skills from adjacent industries. 4. Addressing Unconscious Bias Our data-driven approach helps mitigate unconscious bias in the recruitment process. By presenting objective information about candidate pools, we encourage decisions based on facts rather than assumptions. This is underpinned by our competency-based assessments for each role. 5. Long-Term Strategy Development Understanding diversity patterns in different roles and industries allows us to work with clients on long-term diversity strategies. This might involve developing talent pipelines, creating mentorship programs, or adjusting employer branding to appeal to a more diverse candidate base. 6. Balancing Skills and Diversity While diversity is crucial, it's equally important to ensure candidates have the right skills and experience. Our approach balances these factors, ensuring that diversity efforts don't compromise on the quality and suitability of candidates. 7. Measuring Progress By consistently tracking diversity data across searches, we can measure progress over time. This allows companies to see how their diversity initiatives are impacting their talent acquisition and make data-driven adjustments as needed. At Momentum Search and Selection, we believe that true progress in diversity and inclusion comes from understanding the current landscape and taking strategic, informed actions to create change. Our data-driven approach provides the insights needed to make meaningful strides towards more diverse and inclusive workplaces.

Team collaborating in modern office, surrounded by digital tools and recruitment technology.

How Technology is Reshaping Recruitment

By Alan Herrity • November 11, 2024

In the ever-evolving landscape of recruitment, technology is playing an increasingly pivotal role. At Momentum Search and Selection, we have embraced cutting-edge tools to enhance our recruitment process. Here's how technology is transforming the way we find and assess top talent, particularly in the digital, technology, and business transformation domains. 1. AI-Powered Candidate Sourcing We use sophisticated AI tools to expand our search capabilities. These tools help us identify potential candidates who might not be visible through traditional search methods. By analysing vast amounts of data, we can uncover the hidden gems in the market. 2. Video Technology for Efficient Interviews Time is precious to both our clients and candidates. We've incorporated video technology into our interview process, saving up to 70% time during the initial stages. This enables the client to get a deeper insight into candidates earlier in the recruitment process and save time. 3. Data-Driven Diversity Insights Our technology stack provides real-time insights into the diversity of our candidate pools. We can clearly show clients the gender balance and representation of diverse backgrounds in their potential talent pool. This data-driven approach supports informed decision-making and helps organisations achieve their diversity and inclusion goals. Our competency-based assessments support this, ensuring that you hire the right person, regardless of background. 4. Enhanced Candidate Experience Technology allows us to streamline the application and interview process, creating a smoother candidate experience. We use candidate outreach journeys and scheduling to ensure a better candidate experience that aligns with our focus on a personal approach.

Competency-based interview process showcasing modern recruitment techniques and evaluation methods.

Competency-Based Interviews: A Must for Modern Recruitment

By Alan Herrity • October 28, 2024

Finding the right talent for digital, technology and business transformation roles goes beyond matching skills on a CV. It's about understanding a candidate's true capabilities and how they align with your organisation's needs. At Momentum Search and Selection, we've refined our approach to focus on competency-based interviews. Here's why we think they are crucial for successful recruitment. 1. Evidence-Based Decision Making Competency-based interviews offer concrete evidence of a candidate's abilities. Rather than relying on gut feelings or rehearsed answers, these interviews dig into specific examples from a candidate's experience. This allows us to present clients with solid proof of how a candidate has demonstrated key competencies in real situations. 2. Accurate Role Alignment By conducting competency-based interviews, we can assess candidates against the specific requirements of a role. This is particularly important in the transformation space, where roles often need a unique mix of technical competencies and soft skills. Our approach ensures we are not just finding someone who can do the job but also someone who can genuinely excel at it. 3. Predictor for Future Performance Past behaviour often gives the best indication of future performance. Competency-based interviews help us understand how a candidate has handled situations similar to those they might face in the new role. This insight is gold for predicting how well a candidate will perform and fit into your team. 4. Minimising Hiring Mistakes Making the wrong hire can be costly, both financially and in terms of project delays. Competency-based interviews significantly reduce this risk by providing a more thorough and accurate assessment of a candidate's capabilities. This is particularly crucial for senior roles or positions critical to transformation initiatives. 5. A Level Playing Field for all Candidates Competency-based interviews provide a structured and consistent approach to assessing candidates. This helps to reduce bias and ensures that all candidates are evaluated on the same criteria, leading to fairer hiring decisions.

Career progression tips: actionable steps for professional growth & planning success in your career.

8 Tips for Planning Your Career Progression

By Alan Herrity • September 9, 2024

Effective planning is crucial for long-term career success and fulfilment. Here are eight tips to ensure you have a long and rewarding career. Self-Assess How often have you paused to consider your career path and how it complements your personal life? Have you considered your personal interests or values and how they align with your career goals? Many professionals move from job to job without taking time to consider where their careers will take them. But it pays to take stock every now and then. Consider your strengths and achievements and set clear goals so you understand the direction you want your career to take. 2. Create a Career Plan Create a career plan with your career goals. List your milestones and target achievements along the way. Every time you hit one of these, update the plan and use it as a career roadmap for the future. Remember, this is a working document that evolves with you. Use it to move forward. 3. Define your Criteria Identify what you want from your next career move. Determine your must-have non-negotiables as well as aspects you are willing to compromise. These then become your criteria to evaluate job opportunities and ensure they align with your personal aspirations. 4. Engage a Career Coach When you are considering your next move, hire a career coach to map out your next steps. A coach needs to have relevant experience to help you on your journey, so make sure they have a recruitment background and have spent “time on the tools.” They will understand the challenges of job hunting and be able to give you relevant advice about how to self-improve and move on to the next step in your career. 5. Address Your Gaps Assess your strengths and areas for improvement, then build them into your career plan so you can close those gaps and enhance your skills. Continuous self-improvement is key to staying competitive in the job market. 6. Seek Feedback Feedback from trusted associates and mentors is absolute gold. Talk to people in your network who can give you honest insights and advice on what you need to do to take the next step in your career. This external perspective can help you identify blind spots and areas for growth. 7. Get Fit for Job Hunting Many professionals are not well-versed in job-searching techniques. You need to learn how to craft a compelling CV and LinkedIn profile and master the art of follow-up. Sharpening these skills will give you an edge in the job market. 8. Explore Global Opportunities Consider looking for a role with a global company that has a presence in the Australian market. The rise in remote work since the pandemic is opening doors that may not have been accessible before. Many international firms are now looking for talent in the Australian market, so explore these opportunities to expand your career options. Conclusion Successfully planning your career progression needs intentional reflection and strategic planning. By following these tips, you can create a clear and achievable path to reach your career goals. To find out more, email Alan Herrity , Director, Momentum Search and Selection.