Global business leaders possess a number of common attributes that separate them from their strictly domestic counterparts.

Attributes of an impactful global executive

American businesses are on the hunt for international opportunities as the global economy continues to expand. Almost 90 percent believe overseas expansion is necessary over the long term, according to research from financial services giant Wells Fargo. Successfully executing an expansion strategy requires immense internal preparation and guidance from seasoned stakeholders who have the executive experience needed to lead the enterprise through transformative change. Unfortunately, not all business leaders are equipped to handle this duty.

With this in mind, organizations on the verge of establishing an international presence must reevaluate the individuals at or near the top of the pay scale to see if they can lead both here and abroad. If these professionals do not meet expectations, human resources teams must look for global executives who can literally and figuratively take the enterprise to new places. Qualified candidates usually possess a number of common attributes that separate them from their strictly domestic counterparts.

Passion for inclusiveness
Organizations looking to expand overseas must cultivate support in new markets and that require making connections with locals from different cultures. Global business leaders ease this process by forming deep bonds with their international peers through inclusive activities, according to Harvard Business Review. Instead of forcing centralized operational workflows on developing branches abroad, these executives collaborate with provincial authorities to create processes and products that fit the local market. They listen actively and yield the floor to those who understand the area better than they do.

"Global business leaders form deep bonds with their international peers through inclusive activities."

Curiosity
Expanding enterprises must willingly dive into the culture of a new region to truly understand its people. Again, global executives expedite things here. How? Most are intensely curious and have no problem charting unknown territory, according to the Darden School of Business at the University of Virginia. Executives of this sort are aware that there is always more to learn and yearn to build on their knowledge via firsthand experience.

Openness to culture
Very crucial is also that the executive needs to understand the local culture, i.e. constantly balancing the strategies and ideas (push) from the Headoffice while at the same time respecting the values of each of the local cultures.

Propensity for strategic risk taking 
Establishing new offices overseas is risky – even financially secure organizations can falter when stretched too thin. As a result, those with expansion in mind should install calculated risk takers at the helm, as these individuals can leverage their enthusiasm for change to stoke internal excitement and drive support, Zenger Folkman CEO Jack Zenger explained in a post for Forbes. Global executives are known for chasing promising new opportunities despite the inherent unpredictability of such pursuits. This innate drive to move forward can help expanding organizations take the plunge and successfully reach new heights.

Does your growing business need global leaders with these qualities? Contact YES Partners today. Our seasoned executive search consultants can connect you with international innovators who have the executive experience and knowledge needed to coordinate and execute a successful expansion strategy.         

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

How can expansion-minded businesses ease this process and score high-level leaders overseas?

Are you prepared to expand internationally?

The global marketplace holds exciting opportunities for businesses eyeing overseas expansion. However, actually executing an international move requires serious company resources and help from internal and external personnel who can lay the groundwork for successful market entry. Recruitment is, of course, a serious concern, as stateside businesses must hire professionals in new international locations to effectively integrate into the local business community. How can expansion-minded businesses ease this process and score high-level leaders overseas?

Address differing cultural norms
Employees in different nations often adhere to unique cultural norms. Organizations looking to expand internationally must address these differences and develop methods for overcoming them, according to the Society for Human Resource Management. That may require offering additional training for internal HR staff or partnering with a global executive search firm that can make the proper introductions and give advice on navigating cultural roadblocks.

"Employees in different nations often adhere to unique cultural norms."

Work with local organizations
Businesses entering new markets overseas aren't simply opening up office space – they are integrating into entirely new business communities. Consequently, it's wise to make connections with the organizations that drive these groups. Besides reaching out to organizations like local chambers of commerce, working with a global executive search firm that can offer a lay of the land and target specific promising local talent is typically a safe bet to reach more qualified candidates.

Make offers in person
When it comes time to extend offers to the overseas executive leaders tasked with running the satellite site, stateside business leaders should make the trip and do it in-person. Why? This shows new overseas contributors that they are valued and have the support of their colleagues at the home office, according to Training Magazine. This minor move can set overseas operations up for future success, giving the staff there the confidence they need to break into the local market.

Headquarters staff need to demonstrate their commitment to the region or country. Additionally, once a search firm presents qualified candidates, the company itself is on the spot to reassure international executives about the future of operations in that country.

Is your organization on the cusp of international expansion? Contact YES Partners today. Our executive search consultants can locate talented executives anywhere in the world and help you navigate the process.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

To win the War for Talent, you must abandon traditional recruitment strategies for more modern techniques designed to engage today's top-tier personnel.

How to win the War for Talent

Currently, many businesses are locked in what recruitment experts call the "War for Talent." This phenomenon, a symptom of decreasing unemployment levels and globalization, forces internal human resources personnel to fight tooth and nail to compete for a limited number of qualified candidates. Often, this means abandoning traditional recruitment strategies for more modern techniques designed to engage today's top-tier personnel. If your organization has yet to adopt such hiring strategies, you must move quickly to make changes, as the War for Talent may never subside, according to Fast Company. The indications are that this war for qualified folks will intensify in in 2017!

Focus on benefits
Last year, the Society for Human Resource Management asked almost 800 recruitment professionals in the U.S. how they had changed their approach to account for increased competition. Approximately 95 percent of respondents said they started by bolstering their benefits packages with new health care incentives. Additionally, more than half introduced flexible work options to entice candidates looking for better work-life balance. It would be in your best interest to consider similar changes, as benefits have reached peak importance among potential hires.

"Streamline the search and screening phases to get the RIGHT people in the door."

Speed up the process
We've touched on this idea before but it bears repeating: To compete in the modern job market, you must facilitate an effective yet swift hiring process. First, streamline the search and screening phases to get the RIGHT people in the door. How? Work with a retained executive search firm that can help you pinpoint the most qualified candidates. When it comes time to make an offer, do so with urgency, recruiter Robin Reshwan advised in an article for U.S. News & World Report. You don't want transformative leaders with real executive experience moving on because you took too long to respond.

Beyond this, keep in mind that there is more to it than waiting and hoping for the RIGHT candidates or simply approaching talent on social networks. Global executive search firms, by nature, have deep industry connections and work with prospective hires who not only understand the hiring process but also specify ahead of time the kinds of organizations they want to work for.

Ready to achieve victory in the War for Talent? Contact YES Partners today. Our executive search consultants can connect you with truly talented business leaders.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

Before you start scouting international office space, be sure to review these essential strategies for building a global workforce.

Is your organization prepared to expand overseas?

These days, businesses rarely remain within the boundaries of nations in which they were founded. Why? The pull of the global economy is simply too great to ignore, as buyers from across the world search for goods and services anywhere they can find them.

Of course, testing the international waters is a difficult task, one that requires immense planning – especially in the area of recruitment. So, before you start scouting international office space, be sure to review these essential strategies for building a global workforce:

Leverage contacts
Although you're only now just developing an international presence, you can expedite the process by developing contacts across the pond, Training Magazine reported. Connect with other overseas companies or, look to a global executive search firm with tried-and-true international experience. This will allow you to cultivate strong local prospects without purchasing a single plane ticket.

You can build your business by taking it overseas.You can build your business by taking it overseas.

Nail down the particulars
As you probably already know, the country in which you plan to expand will have labor laws and corporate tax regulations that differ from the ones here in the U.S. Brush up on these disparities before you dive in, as they will govern how you design and staff your satellite location, according to Fortune. Consequently, the first international employee you probably need to put on your payroll is a corporate accountant. Again, you might try partnering with a seasoned global executive search firm – the recruitment experts that work for these organizations know international labor laws inside and out.

Consider culture
You should definitely account for local culture when establishing your international office, Entrepreneur reported. To survive in this new market and attract top-level leaders, you must embrace the native business community and offer a work environment that meets expectations on the ground. Retained executive search firms with overseas expertise can help with this as well, as the executive search consultants who staff them often work with professionals from around the world and lend insights into regional professional cultures.

Now that you have a handle on the basics, it's time to get started on your international recruitment journey. YES Partners can help! As a leading global executive search firm, we can put you in contact with high-caliber overseas business leaders who have the executive experience and skills to lead your organization into new territory.

To see some of the roles we have already successfully placed, click here.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries.

What's the best way for your business to go global?

When planing an expansion into foreign markets, organizations often describe themselves as developing a "global strategy." In fact, that term actually describes just one of several types of foreign market expansion, all of which represent very different approaches to conducting business overseas. 

As your company looks to move into new markets, your success may depend on choosing a strategy that matches both your business model and your product. Here's a rundown of three of the most common methods of foreign market expansion: 

  • International: Following an international strategy, organizations maintain a set of objectives and standards that relate primarily to their home market. As they grow and set their sights on overseas trade, they develop another set of objectives that remain secondary to those of the home market. This is demonstrated in the case of an American dairy farm that primarily does business locally, but sells its excess product to several small buyers in Europe. 
  • Multinational: Firms using the multinational, or multidomestic, strategy take a specialized approach in each new market they enter beyond their home country. This model trades efficiency for responsiveness, as multinational companies work to identify and adapt their brand to local preferences, demand and competition. For example, MTV tailors the programming shown on its channels in response to the interests of the dozens of countries in which it airs, rather than showing them all its American offerings. 
  • Global: Companies that follow a truly global strategy treat the world as a single, massive market with little to no local variation. These companies take the opposite approach to multinational firms, sacrificing responsiveness to local preference in favor of maximizing efficiency. While global companies may make slight tweaks to their products in different markets, their true focus is capturing the economy of scale. One clear example of a global company is Microsoft, whose software programs differ little more than in language no matter where they are sold. Besides the language itself, however, a thorough understanding of each market is required.

To execute any of these strategies successfully, its integral for a business to have as a member of their c-level staff an expert on either the target market or someone with experience expanding a company into new markets. Working with global executive search firms can help organizations connect with these top performers both locally and around the world, giving them the expertise they may need to determine which model will put the company in the best position to flourish.

YES Partners has placed many professionals in successful positions — see them here!

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people – for all company functions, across many industries and globally.

Why you should consider putting your CEO on a plane

If your company is looking to expand, whether domestically or internationally, you'll need a CEO who is up to the challenge. While many executives have the knowledge or background to advise the process, the most effective leaders of international growth are those who are willing to get on a plane and be there personally. 

In an article for VentureBeat.com, contributor Chen Levanon wrote about the importance of having a member of the c-level staff (preferably the CEO) on-site when pushing into new markets. She says that by being present in the new market, executives are better able to spearhead the establishment of the new arm of the business in a variety of ways. 

One of the most visible benefits of hiring a CEO who is willing to relocate is that he or she will be able to shape the cultural development of the new location, which is more important in today's culture-centric world than ever. Having invested in creating a specific company culture in the primary location, Levanon argues, it only makes sense that rather than fostering an entirely new culture of their own, new offices should become an extension of the existing company culture. As a result, anyone walking into any of your company's offices around the world will have a similarly-branded experience. 

Levanon also underscores the role the executive can play in recruiting for the new office.

"Entrusting the face of a company across the globe to a brand new team is serious business," says Levanon, who relocated herself as CEO of mobile performance network ClicksMob. "The company's new employees as well as the brand of the company benefit greatly from having the CEO overseeing those hirings."

Aside from helping culture take root, having the CEO on location during foreign market entry has its logistical benefits. Rather than trying to coordinate between managers who could be many time zones apart, having the CEO on-site will help boost operational efficiency from the start. 

Whether the key to this solution is to find a CEO who is willing to temporarily relocate, or to recruit one who is from the area to which you are hoping to expand, working with a global executive search firm can help you see beyond your immediate surroundings and find talented candidates from all over the world.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people – for all company functions, across many industries and globally.

Matching startups with the right support all over the world

Younger ventures in various locations need access to capital and high quality c-level staff for a successful growth period. As such, it suits them to look for ways to make professional connections for the best long-term results, including putting the most fitting executives in key roles.

When the resources needed to expand a company aren't available in the home country, a winning strategy can be built on strong executive choices. Mashable recently spoke to Melanie Perkins of the Australian graphic design company Canva, who said that creating a strong team at her business has been key to gaining attention and fostering positive development.

While Perkins acknowledges the importance of earning proper funding for a venture, she encourages startups to think bigger and fill the business with worthy performers, no matter how long it takes to reach desired goals. Aggressively seeking out the sort of performers they admire is another essential part of searching for the right fit, not just the most convenient.

"We spent literally a year trying to find the right technical person to join us, and then it was a full year trying to find the right investors," she said, describing her own company's evolution. "It takes a very long time, so you absolutely need determination to see things through."

From the candidate's perspective, a company that deeply values his or her specific skills and experience is also a better indicator of a long-term professional home for him or her. YES Partners offers companies a position-specific way to locate the best people for open executive spots.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people – for all company functions, across many industries and globally.

How to find the right CEO for China?

Every country has its own cultural specifics that a business leader will need to be aware of. When looking for the right person to head a foreign branch, boards and other hiring managers should pay attention to important distinctions in work culture that make a big difference in the long term. In these cases, companies should remember to find the right candidate for this location, which means taking local possibilities seriously.

In an interview with the BBC last February, Lily Li, the CEO of the Chinese networking site Tanji, discussed the specific challenges that foreign executives face when they come into China to manage a local office. According to her, communication issues between the leadership in any company and the rest of the staff lead to roadblocks if not corrected.

She goes on to acknowledge multiple difficulties of settling into professional life in China when arriving from abroad, such as relocating a family and getting used to the ways that workers here communicate with superiors via lengthy emails.

"Often foreign CEOs step right off the plane and into an office full of Chinese co-workers," Li said. "They have no idea who they are, how they work or how qualified they are. This can be confusing. CEOs need to take the time to speak to their staff, understand their new environment before they try and manage them."

This could point to the advantage of finding a business leader in the target country to head a new branch, since someone already familiar with local workers will likely have less of a problem adjusting to the role.

In any market, locating a CEO candidate that meets all requirements of a position strengthens the likelihood that the person will be a good fit. YES Partners has experience with global executive search for various positions around the world, including in China.

"A few years back the requirements were more to find folks who were willing to move overseas," says EJ Dieterle, CEO of YES Partners. "However, over the past years there has been a trend to find more local people worldwide."

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people – for all company functions, across many industries and globally.

Why hire external executives instead of internal recruits?

There are several reasons to use an external executive search firm for a recruitment process, but they stem back to one important factor: they bring new faces into the company. When it's time to make a decisive change in leadership, this approach is a simple way to help put a business on a better track for progress.

Mark Applegate of Demand Media referenced this point when he wrote about the difference between internal and external recruiting in 2007 for the Houston Chronicle. Although he acknowledged that internal recruits have an understanding of the company because of their experience working for it, he also said that promoting candidates from within risks keeping the company culture stagnant.

By contrast, external recruits are able to fill specific gaps in the company and provide qualities that aren't already present. This can be a crucial aid in adjusting performance and addressing key enterprise weaknesses.

"An outside prospect often yields new ideas," Applegate writes. "She may bring information or methodologies from her former employer that can be integrated into your best practices. Internal job pools may cause problems with a larger company's diversity mix, and lead to problems with the Equal Employment Opportunity Commission in terms of promoting a diverse workplace."

Because an external recruiter works closely with the business to meet their expectations, the new hire can be one who meets many different work criteria specific to an executive team. A person with previous CEO experience who isn't already present in the company can be prioritized due to the new talent they will provide.

To find out some of the other advantages of professional recruitment services, visit the official YES Partners website. There you can read about how our services will allow you access to more qualified executive candidates.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people – for all company functions, across many industries and globally.

Why should you recruit a CEO from another country?

Bringing in a new member of the c-level staff always involves some adjustment to the company culture, and this can be even more crucial when the person in question comes from a different country. Recruiting a foreign candidate is different in some ways from sourcing locally.

An article in Forbes from 2012, by contributor Roger Dooley, looks at some of the advantages a company could find if they undergo a global executive search. He specifically says that bilingual executives are better for American businesses across the board, for a number of reasons.

The most obvious benefit is that exposure to a different culture and language helps the executive expand your company's business. If it's easier to communicate with other executives from different cultures, new relationships could easily develop.

Dooley also asserts that taking the time to learn more than one language naturally makes a person more rational, a useful asset in an executive.

"If you are fortunate enough to speak two or more languages, take advantage of these findings by considering important decisions in a language other than your native tongue," he writes. "By forcing your thought process into a language foreign to you, you will take at least some of the emotion and bias out of the decision process."

As early as 2007, Slate reported that many big-name American businesses were hiring CEOs born outside of the states, from PepsiCo to AIG to Alcoa. These are large companies that put a focus on international presence, the source noted, so it makes sense that they would emphasize diversity when looking to fill an important vacancy.

Global executive search specialists help companies see beyond their immediate surroundings and look for talented individuals throughout the world.

Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people – for all company functions, across many industries and globally.

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