Trust, transparency and a systematic approach are the distinctive characteristics of the Valdivia Executive Search Process, as we outlined it to you in our Internal reports. This issue is about care and support for our candidates. We regard them as genuine partners, who put their trust in us on their way into the future – and towards the complex tasks of an executive in the construction and real estate industry today as well as in the near future.
Urgently Wanted: Versatile Personalities
The real estate industry is currently moving towards a ‘retirement gap’. A large number of experienced entrepreneurs and managers are going to retire from work. At the same time, today’s and future executives are facing challenges as yet unkown to the traditionally ’solid matter-oriented’ sector. As Valdivia’s partner Anthony A. Baumruk put it in the FAZ’s article of 22 July 2022 with regard to future requirements, “Increasingly, executive boards and CEOs are becoming dynamic interdisciplinary project managers (…)“, going on to say, ”It follows that successful leaders in the real estate sector will be developing permanently, learning more, understanding the megatrends of the future, e.g. digitalisation or ESG, and they are able to gauge how these aspects will impact their enterprises. With their wide range of experience and their confidence, they get involved in different projects at a time. As a kind of hybrid drive, they can master the new era.“
It Takes A Quantum of Fun
Whether we address a specific individual directly on our search, exploit our network, or advertise a vacant position in certain cases – we will meet the candidate on an open and fair basis. Our care and support will always be individual and personal. Updating each other regularly on the project status is a matter of course for us. Oftentimes, we will have multiple conversations before even touching standard topics, such as a resumé.
Communicating with candidates, we are mostly interested in motives and backgrounds. What is their motive force? Which goals do they pursue in life and in their careers? What are their potentials and limitations? We constantly make sure that all this happens in a relaxed atmosphere. The transition is supposed to be an agreeable one, the new tasks are supposed to whet their appetite. The feedback we receive only makes us more determined: independent of the success of a placement process – in most cases, candidates will stay in close touch with us, seeking our advice, or themselves becoming a client.
No Process without Closure
We have already talked about the technical side of the candidate selection process in the latest Internal issue (Executive Search with Depth Part V: The Joy of the Perfect Match — Pioneering. Executive Search. Real Estate. VALDIVIA. (valdivia-consulting.com)). Let us add another two points today that will cast a very good light on the transparency of our approach:
- To us, trustworthiness comes with openness: It is rare but it does happen, sometimes the person and the position just do not match – despite an intially positive perspective. So when we realize that someone is not suited for a position (and this does not necessarily have to do with that person), then we will communicate exactly that.
- Just as honestly, we will inform candidates, should our client themselves communicate their refusal. Most of the times, the reason simply is that there was only one position to fill, in the first place. We will, however, be just as open about any other reason. Whoever chooses to trust Valdivia as a candidate can be assured that there will be real closure.
After all, our services include supporting successful applicants in terminating their previous employment, thus making the transition as smooth as possible for all parties. And – as mentioned before: We will stay in touch. This means we will stand by our applicants’ side, not only during on-boarding but also as a long-term partner – or, to put it in the famous words at the ending of iconic movie Casablanca: such is “the beginning of a beautful friendship.“
