As a transformation leader, your impact on an organisation is significant. But how do you effectively communicate that impact to potential employers? The answer lies in metrics and tangible outcomes. Let's explore why these elements are crucial in your CV and how to use them effectively. Why Metrics Matter 1. Quantifiable Proof Metrics provide concrete evidence of your achievements. They transform vague statements into specific, measurable successes. 2. Easy Comparison Numbers allow potential employers to quickly gauge your level of impact and compare it to other candidates. 3. Demonstration of Business Acumen Using metrics shows that you understand the importance of measurable results in business. 4. Memory Retention People tend to remember specific numbers more easily than general statements. Key Metrics for Transformation Leaders 1. Team Size and Scope Example: "Led a cross-functional team of 75 professionals across five countries." 2. Budget Management Example: "Managed a transformation budget of $50 million, delivering the project 10% under budget." 3. Efficiency Improvements Example: "Implemented process improvements resulting in a 30% reduction in project delivery time." 4. Cost Savings: Example: "Delivered $5 million in annual cost savings through strategic vendor consolidation." 5. Revenue Impact: Example: "Launched a new digital platform, increasing online revenue by 25% year-over-year." 6. Customer Satisfaction Example: "Improved customer satisfaction scores from 72% to 91% through the implementation of an AI-driven support system." 7. Employee Engagement Example: "Increased employee engagement scores by 20 points, from 65 to 85, during a major organisational restructure." How to Use Metrics in Your CV 1. Be Specific Use exact numbers where possible. "Approximately 20%" is less impactful than "23%". 2. Provide Context Explain what the numbers mean in the broader business context. Example: "Reduced project delivery time by 20%, enabling the company to launch new products ahead of competitors and capture an additional 5% market share." 3. Use a Mix of Metrics Include a variety of metrics that demonstrate different aspects of your impact: financial, operational, and people-related. 4. Ensure Relevance Focus on metrics that are the most relevant to the roles you're applying for. 5. Be Honest Only use metrics you can confidently explain and substantiate if asked in an interview. 6. Update Regularly Keep your CV updated with your latest achievements and their corresponding metrics. Tangible Outcomes Beyond Numbers While metrics are powerful, some achievements are harder to quantify. In these cases, focus on describing tangible outcomes. 1. Awards and Recognition "Received the CEO's Excellence Award for leading the most successful transformation project in the company's history." 2. New Capabilities "Established the company's first AI Centre of Excellence, positioning the organisation as an industry leader in AI adoption." 3. Cultural Impact "Spearheaded a cultural transformation that resulted in the company being named a 'Top 10 Place to Work' for two consecutive years." By effectively incorporating metrics and tangible outcomes in your CV, you paint a clear picture of your capabilities and impact as a transformation leader. This approach makes your CV more compelling and provides talking points for interviews, allowing you to dive deeper into your achievements and how they can benefit potential employers. Remember, your CV is often your first impression on a potential employer. You're not just telling them about your value by using metrics and tangible outcomes - you're showing them. And in the competitive world of executive search, that can make all the difference. Alan Herrity Director Momentum Search and Selection

As a transformation leader, your CV is a crucial tool in showcasing your expertise and impact. One common pitfall we often see at Momentum Search and Selection is the blending of responsibilities and achievements. This approach can dilute the power of your CV and obscure your actual value. Let's explore why making this distinction is vital and how to do it effectively. Why Separate Responsibilities and Achievements? Clarity of Role Responsibilities outline what you were tasked with doing. They provide context for your position and scope of work. 2. Demonstration of Impact Achievements show what you actually accomplished. They highlight your effectiveness and the value you brought to your role. 3. Quantifiable Results Achievements often include metrics which provide concrete evidence of your contributions. How to Separate Responsibilities and Achievements Start with a Brief Overview of Responsibilities. For each role, begin with a concise paragraph outlining your key responsibilities. This sets the stage for your achievements. Example: "As Chief Transformation Officer, I was responsible for leading the company-wide digital transformation initiative, overseeing a team of 50 and managing a budget of $20 million." 2. List Achievements Separately. Follow your responsibilities with a bullet-pointed list of your key achievements. Focus on outcomes and results. Example: Delivered a cloud migration project three months ahead of schedule, resulting in a 25% reduction in IT operational costs. Implemented an AI-driven customer service system, improving response times by 40% and customer satisfaction scores by 15%. 3. Use Action Verbs. Start each achievement with a strong action verb to emphasise your direct impact. Example: "Spearheaded", "Implemented", "Transformed", "Reduced", "Increased". 4. Include Metrics Wherever Possible. Quantify your achievements to provide tangible evidence of your impact. Example: "Increased team productivity by 30% through implementing agile methodologies." 5. Focus on Relevance. Prioritise achievements that are most relevant to the roles you're targeting. Quality trumps quantity. 6. Provide Context. Where necessary, briefly explain the significance of your achievement in the broader organisational context. Example: "Reduced project delivery time by 20%, enabling the company to launch new products ahead of competitors and capture an additional 5% market share." By clearly separating your responsibilities from your achievements, you create a CV that not only outlines what you were tasked with doing but also demonstrates how effectively you performed. This distinction allows potential employers to quickly grasp the scope of your roles and your impact, making a compelling case for your capabilities as a transformation leader. Remember, your CV is often your first opportunity to make an impression. By clearly delineating between responsibilities and achievements, you're providing a comprehensive yet easily digestible snapshot of your professional journey and impact. Alan Herrity Director Momentum Search and Selection

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

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

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

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

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

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

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.