Month: June 2023

Fitch Bennett Partners is pleased to announce its partnership in Germany with Blackbull International, represented by its two founders Sven Herget et Fatih Ayar. Founded in 2014, Blackbull International is a leading executive search firm with a specialized focus on the Industry and Financial Services sectors.  Blackbull both Interim Management and Permanent placement solutions. Their approach goes beyond the traditional qualifications, aiming to find candidates who drive innovation and change. Our partners leverage their extensive network and industry expertise to ensure “we place the best minds in the right place.” [/vc_column_text][/vc_column][/vc_row][vc_row][vc_column width=”1/4″][thb_image image=”15798″][/thb_image][/vc_column][vc_column width=”3/4″][vc_column_text] Sven Herget, Co-Founder and Managing Partner of Blackbull International, is a seasoned professional in the executive search domain, with over a decade of experience under his belt. Sven’s expertise lies in serving the Industrial, Automotive, and Consumer and Retail sectors, providing stellar candidates for CFO, CHRO positions, and their direct reports. Following his academic pursuits in philosophy and political science, Sven swiftly established himself in the national and international recruitment consulting arena. His strategic vision led him to found Blackbull International in 2014, driven by a desire to create powerful synergies between the right individuals and the right organizations. Mail : Sherget@fitchbennettpartners.com                                                            Tel :   +49 171 101 2001 [/vc_column_text][/vc_column][/vc_row][vc_row][vc_column width=”1/4″][vc_separator][thb_image image=”15797″][/thb_image][/vc_column][vc_column width=”3/4″][vc_column_text] Fatih Ayar, Co-Founder and Managing Partner of Blackbull International, expertly oversees all key business units, specializing in both permanent and interim executive positions. His core focus is on serving the banking and financial service sectors, leveraging his extensive European network across Risk, Finance, Treasury, Compliance, HR, and Marketing. Since embarking on his recruitment consulting journey in 2011, Fatih has been passionate about connecting the right individuals with the right companies. As an integral part of Blackbull International, he has been pivotal in enhancing the company’s senior advisor network, ensuring the continued delivery of excellent results for clients and candidates. Mail :  Fayar@fitchbennettpartners.com                                                                  Tel : +49 171 11 22 382  [/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_column_text] Our Partners around the World: Thanks to its know-how in France, Fitch Bennett Partners, an international executive firm, can address your recruitment challenges abroad by leveraging its network of renowned local Partners covering the key economic regions: North and South America, Europe, and China. More information: +33(0)1 84 79 02 44 / societes@fitchbennettpartners.com

Companies are increasingly turning themselves to transition managers. The transition manager comes in temporarily to support a company, mainly because of an incoming transformation. Much more than a simple formality, welcoming a transition manager is a step that should not be overlooked. Fitch Bennett Partners gives you 5 tips to ensure that this professional gets off to a good start. As soon as they arrive, transition managers face a major challenge: getting to grips with their assignment so that they can get up and running as quickly as possible. For its part, the company has little time to organise itself between the selection of the transition manager and the start date. This short period is decisive in enabling the transition manager to start the assignment in good conditions. So how do you get the onboarding right? Aymeric Bouffard, transition management expert at Fitch Bennett Partners, offers you his advice… Preparing for your arrival The key to a good reception is careful preparation. Before the transition manager arrives, make sure you provide him with all the information he needs to get off to a good start, as well as a pleasant workspace. A combination of content and comfort will ensure a solid and pleasant start from day one.The necessary information includes a full briefing on the company, how it works, its challenges and its objectives. Understanding the context in which they are working will enable them to get down to work quickly.   Keep your staff informed Transparent communication is an essential part of welcoming the transition manager. Inform existing employees about the manager’s specific role, his temporary mandate and the reasons for his presence. This will allay any fears about change and encourage smooth collaboration. For example, it is important to reassure employees that the arrival of a transition manager is not intended to replace them but to support and work with them.   Provide access to key tools and information Nothing hampers an transition manager’s productivity more than a lack of access to the necessary tools and resources. Make sure that all financial data, management tools, activity reports and performance reports are accessible from day one. A smooth transition is the key to a fast and efficient start.   Organise your first week Communication is the key to good collaboration between the team and the transition manager. That’s why it’s important to plan meetings with the people who are important to the smooth running of the assignment when they arrive. This immersion makes it easier for the transition manager to settle in and quickly grasp the operational challenges.   Regular follow-up Welcoming the transition manager is not just about the first week. Maintaining a regular follow-up to assess progress, resolve any problems and adjust priorities is necessary. Ongoing communication guarantees a fruitful collaboration and agile adaptation to the company’s changing needs. By following these few tips, you’ll be able to give your transition manager the best possible welcome and enable him or her to carry out the assignment in the best possible conditions.    

The spectacular rise of artificial intelligence (AI) has spawned revolutionary technological advances in many fields… including human resources, which is at the heart of a profound transformation. AI is gradually reshaping the way HR recruits, and how leaders manage and develop talent. This innovation is having a major impact on the way companies operate. Thanks to the capabilities of AI, traditional recruitment processes are rapidly evolving. According to APEC (Association Pour l’Emploi des Cadres), “80% of recruiters’ time would be spent on sourcing, while only 10% would be spent on interviews and 10% on administrative tasks”. Today, machine learning algorithms can analyze vast quantities of data to identify the skills and qualities sought in candidates. Their use would save precious time in screening applications and reduce the human bias inherent in traditional recruitment methods. AI-powered candidate tracking systems have become indispensable tools for recruitment agencies. They make it easier to manage and organize applications, automate administrative tasks, and complement each other in identifying the best profiles matching specific company requirements. Recruiters can thus focus on analyzing human and interpersonal skills, which are essential for assessing a candidate’s suitability.   Evolving human resources with AI AI isn’t just for recruitment, it also offers exciting opportunities for HR development. AI-powered chatbots can provide instant answers to employee queries, reducing the time and resources needed to resolve common problems. What’s more, AI can be used to assess employee performance and skills, enabling personalized feedback and the design of individualized development plans. AI-based predictive analytics can also help HR professionals anticipate future recruitment, training and skills development needs. By identifying trends and patterns in existing data, companies can make more informed workforce planning and talent development decisions.   Challenges for AI and recruitment While AI offers undeniable advantages, it is not without its limitations. The issue of ethics is paramount when it comes to ensuring that AI is used fairly and non-discriminatorily in the recruitment process. It is essential to ensure that algorithms are trained on unbiased data, and that existing biases in historical data are identified and corrected. The Conversation article does an excellent job of explaining the challenges ahead, as AI in recruitment clearly has room for improvement. The article’s two authors sum it up in this quote: “Explainable AI (editor’s note: they explain how an unexplainable algorithm is an unacceptable algorithm) should obey three principles: transparency of the data used to build the model; interpretability, the ability to produce results that a user can understand; and explainability, the ability to understand the mechanisms that led to that result with the potential biases they entail.” AI is still a long way from meeting these three principles. What’s more, it cannot completely replace the human aspect of recruitment and human resources. Indeed, they raise the question of human feeling, interpersonal skills, intuition and understanding of human dynamics. Like ChatGPT, AI is undoubtedly a very practical tool, but one that complements an expert eye to improve the efficiency and objectivity of the process… but not to replace it entirely.    

The acceleration of technological and process innovations is driving the labor market forward, and we are witnessing the emergence of new jobs. The world of work, in which different sectors and industries are constantly innovating and reinventing themselves, is forcing companies to recruit candidates with highly specific skills and expertise. But what will these new professions look like by 2030? Fitch Bennett Partners explains. While supply usually creates demand, in 2023, demand will create supply. Today’s professions have become so specialized that it’s not enough to simply train someone in them. In fact, we sometimes need real specialists in the sector. Hence the importance of using executive search firms such as Fitch Bennett Partners, which specialize in recruiting experts. Let’s take the example of a drone pilot, whose job is so specific that recruitment is rare. Perhaps the perfect person for your company won’t be a drone pilot who’s graduated from a drone school, but a content creator who’s been perfecting his skills with the tool for years. A questioning of these very specific new professions, which is spreading to many sectors. The amazing thing about 2023 is that you never know how a job is going to change! At the same time, trends are emerging in very specific sectors. Fitch Bennett gives you an overview of these innovative professions, which require market knowledge to find the pearl when recruiting.     Big Data and the development of artificial intelligence undeniably offer the jobs of the future As they shape the future, Big Data and artificial intelligence naturally demand more skilled talent. More and more companies are looking to harness their power to improve their products and services, as well as their decision-making processes. This has created a strong demand for experts in the field. But the offer doesn’t always follow. Indeed, the increased demand for expert profiles in Data and AI has led to a shortage of qualified talent in the field. Universities and training programs cannot train enough professionals to meet this demand, and existing specialists are often in high demand, making it difficult to find experts available for projects.   Focus on the AI expert CDO (Chief Data Officer) – a career of the future This professional is in charge of driving process automation and designing, developing and improving intelligent systems capable of simulating human learning and intelligence. The AI expert CDO brings his or her knowledge of fields such as computer vision, natural language processing, machine learning and neural networks – in other words, highly specific technical tools and methods – to bear in creating complex algorithms to solve problems. With the rapid rise of AI in almost every sector of industry, it plays a crucial role in technological innovation and the development of automated solutions. The growing demand for these specialized skills makes it a profession of the future, offering numerous career opportunities and career paths in a world increasingly focused on artificial intelligence and advanced technologies.   Focus on the Data Scientist – a career of the future in Big Data Tasked with extracting actionable knowledge from vast data sets, the Data Scientist uses advanced analysis and modeling techniques. They possess in-depth skills in statistics, programming and data visualization, enabling them to understand trends, detect patterns and make informed decisions based on concrete data. Data is becoming increasingly abundant, and at the same time, organizations are seeking to harness its full potential and use the information to make strategic decisions. This is why Data Scientists are called upon to work in fields as diverse as healthcare, finance, banking & insurance, new technologies and many others.     Aeronautics: a cutting-edge sector requiring niche talent The aeronautics sector requires advanced technical skills in a wide range of fields, including engineering, mechanics, aerodynamics and avionics. These skills are difficult to find and develop. What’s more, these professions are subject to strict safety and quality regulations. Qualified and experienced professionals are needed to meet these standards!   Focus on the drone pilot – a career of the future A concrete example of the growing importance of the drone pilot profession is its use in precision agriculture. They can fly over agricultural fields and collect different types of data such as crop health, plant growth, irrigation, disease and many other parameters. This information is then processed and analyzed to provide advice to farmers, enabling them to optimize their farming practices, reduce costs and increase yields. In addition, drones can be used in fields such as mapping, infrastructure inspection, security, the defense sector, search and rescue, and many others. As drone applications continue to expand, the demand for skilled and qualified drone pilots is rising sharply, making the profession of drone pilot a promising choice for the future. It’s a unique profession, because it’s a skill that’s often developed in complete autonomy. It’s not easy to find your perfect match!   When physical retail relies on phygital to improve the customer experience More and more companies are looking to integrate digital technologies into their business to enhance the customer experience. This has created a strong demand for phygital  (a combination of physical + digital) experts who can design, implement and manage these technologies. Consumer behavior is constantly evolving, and companies need to adapt to these changes to remain competitive. Phygital is a response to this evolution. It offers shopping and service experiences that integrate both physical and digital elements.   Focus on the Growth Marketer – a career with a future We consider the growth marketer to be a specialized profession with an extremely promising future. In a world where company growth is closely linked to their online presence and their ability to adapt to rapid market changes, growth marketers have an indispensable role to play. Their role is to stimulate a company’s growth by implementing innovative, results-driven marketing strategies. To illustrate its importance, let’s highlight that they draw on a variety of techniques and communication channels (targeted online advertising, SEO, marketing, hacking, lead magnet creation, etc.) to