Watch a video replay of Senator Kerry's speech now, or read notable articles written in the wake of Harvey Nash's exclusive event.
]]>Read Anna's thoughts on global team building now, or peruse her other blogs for insights on outsourcing and offshoring.
]]>The survey, Return on Diversity, completed by 326 board-level executives across 19 countries, revealed that almost two-thirds of respondents (64 percent) believe women are bringing a greater level of EI to the board, which in turn brings greater cultural understanding (91 percent believed better EI boosted the board's ability in this area), better board consensus (80 percent) and greater creativity and innovation (75 percent).
In addition, the survey revealed that 92 percent of survey respondents believe that women bring new and different perspectives to the board, with participants' comments ranging from how women take a different approach to risk to how women offer greater pragmatism in decision making.
While most respondents agreed greater EI at the board level had a positive impact on the soft attributes of the board, less consensus surfaced on how this affected other attributes. For instance, regarding a board's ability to make bold decisions, most (60 percent) respondents believed having greater board EI had no affect or for 12 percent of respondents had a negative effect. This was even more pronounced when looking at speed of decision making where 68 percent believed EI had no positive effect, and 13 percent felt it was negative.
Carol Rosati, co-founder of Inspire and director of Harvey Nash, said: "At a time when companies are desperately seeking new ways to create revenue streams through innovation and entering new markets, the need for creative thinking and cultural understanding of customers and staff has never been greater. This survey shows that companies bringing women onto boards can be one way they achieve great board emotional intelligence, and in turn better board effectiveness.
Simultaneously the survey shows greater board EI is an overwhelmingly positive thing, and it also shows that EI can make boards operate differently. Boards must recognize that becoming diverse is more than just a change in their makeup; it can often create a change in their approach altogether."
The survey also looked at how to achieve greater female board membership. Respondents overwhelmingly rejected the idea of government quotas (only 6 percent supported this option) preferring the emphasis to be on companies to cultivate and develop their own female talent pipeline (48 percent). A further 29 percent of respondents believed the main barrier to female progression is the attitude among C-level male executives.
Alexa Bailey, co-founder of Inspire and consultant at Harvey Nash, said: "Women are not looking for a prop to help them into senior roles but instead, a change in attitude from the board itself. A specific case in point is the Nomination and Governance appointment Committee. All too often the selection criteria for new board members is based on whether the person has had previous experience at board level, rather than does this person have the right set of skills and values to do the job? It's an important difference especially if we are going to evolve the talent pipeline for future board leaders. Another change is around support given in both the domestic and professional sphere. Achieving gender balance in the boardroom and at the executive level requires support both in the workplace and at home, where domestic support services, childcare and supportive partners have a powerful impact on an executive's ability to focus on work."
About Inspire's Return on Diversity report
Please click here to download the report.
The survey was conducted online from November 2011 to January 2012 and reflected the views of 326 senior decision makers made up of 17 percent CEOs, 31 percent board-level executives, 20 percent non-executive directors and 32 percent executives in other categories. Seventy-seven percent of responses were from the UK and the U.S., with the remaining spread among 17 other countries.
Inspire's Report Return on Diversity contains the key findings from the
survey as well as detailed commentary from:
• E. Mervyn Davies - Lord Davies
of Abersoch
• Umran Beba - CEO, PepsiCo Asia Pacific
• Allan Cook - Chairman, WS Atkins
• Mary R. "Nina" Henderson - Trustee, Drexel University and Drexel College of Medicine, Director, Visiting Nurse Service New York
• Diana Brightmore-Armour - CEO, Corporate Banking, Lloyds Banking Group
• Eva Au - MD, IDC Asia / Pacific Astrid Clifford, CEO, HSBC Bank Armenia
• Fiona Woolf CBE - Alderman, City of London Corporation
• Lady Susan Rice CBE - MD, Lloyds Banking Group, Scotland
• Marie Staunton - CEO, Plan UK
• Benjamin Akande Ph.D - Dean of Webster University's George Herbert Walker School of Business & Technology
About Inspire
Established in 2008 and supported by Harvey
Nash, Inspire provides an environment in which senior business women from the
private and public sectors can share and exchange ideas and experiences with
their peers. Each year, Inspire hosts events for more than 1,000 members made up
exclusively of female board operators, Chairs, CEOs and Partners in Private
Equity and Venture Capital firms.
Inspire is a proud category sponsor of the First Women Awards, taking place on June 28th 2012. Find out more www.harveynash.com/inspire
About Harvey Nash USA
Harvey Nash USA is the U.S.
division of the Harvey Nash Group, a global professional recruitment firm and IT
outsourcing service provider traded on the London Stock Exchange since 1997.
Around the world, Harvey Nash is committed to delivering talent and IT solutions
to a broad base of clients. The Group is a trusted advisor to some of the
world's leading businesses. Operating from more than 40 offices in the USA,
Europe and Asia, Harvey Nash professionals pursue integrity and quality in
providing a unique portfolio of services: executive search, IT professional
services and IT staffing. To learn more, please visit www.harveynashusa.com.
Follow
us: www.twitter.com/harveynashusa
and www.facebook.com/harveynashusa.
Media Contact
Laura Field
Lfield@clearedgemarketing.com
312-961-5054
Kerry to Share Business Strategies to Address Unemployment, Increase Financial Stability
New York (February 28, 2012) - Harvey Nash, a global executive search, professional recruitment and IT outsourcing service provider, will host its annual Leadership Lecture: What Lies Ahead for American Business. The March 2nd event features Sen. John Kerry (D-Mass.), who will discuss the growing need for American innovation to compete and win in the 21st Century global economy. The executive audience will hear from Kerry and Harvey Nash leadership on topics including sustained job creation, deficit reduction, balanced international trade, affordable health care coverage, financial stability and economic stimulus.
With a focus on placing top IT and executive talent for American business, Harvey Nash executives Robert J. Miano, Harvey Nash USA President & CEO, and Albert Ellis, Harvey Nash Global CEO, will share insight into where jobs are now, what technology skills employers are seeking despite high unemployment levels, and what the U.S. can do to address its shrinking talent pool. They will join Kerry in addressing more than 200 top executives from J.P. Morgan Chase, Credit Suisse, Facebook, Hearst, McGraw Hill, Conde Nast, WPP, Dell Computer Corporation, Equifax, Associated Press, The Economist, CNN, Viacom, Starwood Hotels, Pfizer, Cushman & Wakefield, Oracle and Accenture, among others.
"If we're going to out-compete the rest of the world tomorrow, we have to out-innovate them today, and that starts by facing our fiscal challenge honestly and intelligently, creating the business and economic environment we need to create jobs, drive innovation, spur investment, and compete in the global marketplace," said Sen. Kerry.
"We look forward to hearing Senator Kerry's insight into the state of American business. Because of his role as Chairman of the Communications, Technology, and the Internet subcommittee of the Commerce, Science and Transportation Committee, he brings a unique perspective on how to overcome obstacles and what's next for U.S. business," said Miano.
He continued, "Among other things, our event will address jobs and the economy, the biggest factors affecting the success of U.S. businesses today. A major contributor to our weakened economy is not the lack of jobs, but rather the lack of talent. Contributing to this skill shortage, we see workers leaving the job supply, fewer college graduates in technology, and laws that make it difficult to bring talent into the U.S. Unless we change course, the U.S. is looking at slow 2-3 percent growth for the next 18 months."
The Harvey Nash Leadership Lecture: What Lies Ahead for American Business will take place at The Plaza Hotel on Friday, March 2, 2012 from 8:00-10:00 a.m. General attendance is limited and by invitation only. Walk-ins not accepted. To request an invitation, contact Matthew Leva at 973-646-2112. Credentialed members of the media are invited to register by contacting Ann Warren.
About Harvey Nash USA
Harvey Nash USA is the U.S.
division of the Harvey Nash Group, a global professional recruitment firm and IT
outsourcing service provider traded on the London Stock Exchange since 1997.
Around the world, Harvey Nash is committed to delivering talent and IT solutions
to a broad base of clients. The Group is a trusted advisor to some of the
world's leading businesses. Operating from more than 40 offices in the USA,
Europe and Asia, Harvey Nash professionals pursue integrity and quality in
providing a unique portfolio of services: executive search, IT professional
services and IT staffing. To learn more, please visit www.harveynashusa.com.
Follow us: www.twitter.com/harveynashusa, twitter hashtag: #Leadership, or www.facebook.com/harveynashusa.
###
Media Contacts
Harvey Nash
Ann Warren
awarren@clearedgemarketing.com
770-328-8384
Senator Kerry
Whitney Smith
whitney_smith@kerry.senate.gov
202-465-2929
Leading International Recruitment Company launches new career opportunities and outsourcing services in Australia
Wayne, NJ (February 14, 2012) -- Harvey Nash, the global professional recruitment and IT outsourcing group, today opened the first official Australian base for the company in Sydney, New South Wales.
The company has already gained several years experience in the Australian market working for international clients from its existing world-wide network of 40 offices, including Hong Kong and Vietnam. The new office marks a significant investment in the Australian market and reflects confidence in the strength of its economy as well as the increasing demand for highly skilled talent both locally and offshore.
The new office will provide clients with three key services:
Bridget Gray, Managing Director in Australia will lead the:
- Executive Search: Board recruitment from CEO to senior executives, and
- Technology Recruitment: Securing a broad range of technology staff -- from chief information officers to software developers, and from digital specialists to commercial roles
Anna Frazzetto, Senior Vice President International Technology Solutions, in Wayne, New Jersey will lead the:
- IT Outsourcing: Augmenting IT teams with expert skills from Harvey Nash's 4,800-person offshore development center in Vietnam, providing a wide range of software development services thru ongoing maintenance and testing initiatives plus a full BPO operation.
Bridget Gray, Managing Director, Harvey Nash Australia, said, "The new office investment is in response to growing demand in Australia to recruit world-class talent, particularly in digital and eCommerce fields. Having worked with Harvey Nash in London for four years I am delighted to be returning to my home country to take our unique approach to business to Australia."
Anna Frazzetto, Senior Vice President International Technology Solutions, Harvey Nash said, "Since we began working with Australian businesses two and a half years ago, it has been clear that companies are increasingly looking for ways to improve the flexibility and cost effectiveness of their IT operations. This new office is the next natural step in serving our Australian clients, combining our global reach with our extensive local market know-how."
NOTE TO EDITORS
About Harvey Nash
Harvey Nash, a global professional recruitment
consultancy and IT outsourcing service provider, is committed to delivering the
very best talent and IT solutions to a broad base of international clients. The
Group is a trusted advisor to some of the world's leading businesses,
governments and institutions. We operate from 40 offices covering the USA,
Europe and Asia. Our talented professionals pursue the highest levels of
integrity and quality in providing a unique portfolio of services: executive
search, interim management, IT and finance recruitment and IT outsourcing.
About Harvey Nash Group USA
Harvey Nash USA is the U.S.
division of the Harvey Nash Group, a global professional recruitment firm and IT
outsourcing service provider traded on the London Stock Exchange since 1997.
Around the world, Harvey Nash is committed to delivering talent and IT solutions
to a broad base of clients. The Group is a trusted advisor to some of the
world's leading businesses. Operating from more than 40 offices in the USA,
Europe and Asia, Harvey Nash professionals pursue integrity and quality in
providing a unique portfolio of services: executive search, IT professional
services and IT staffing. To learn more, please visit www.harveynashusa.com.
Follow us: www.twitter.com/harveynashusa
or www.facebook.com/harveynashusa
Think of a job description as a
starting point.
When a company writes a job description, they're describing the basic skills
and duties the role will require. There's no way they can imagine all the
unique opportunities or roadblocks that will come along for the company, and
therefore, for you. With these will come tasks and projects that employees may
not have expected, but will need to step up and execute for the sake of the
client and the team.
Understand the goals of the
position.
Every project is going to be a bit
different, as is every colleague and every client. In other words, what YOU are
required to do is going to be a bit different for each project. Since your list
of to-do's will vary from situation to situation, it's important to understand
the goal of your position. What is the outcome supposed to be? What you do to
get there may be different each time, but you have to know where you're going.
With
these insights, also remember two things professionals need to achieve success--no
matter their title, job description, skills or pay grade: openness to change
and the ability to adapt.
We all know that waiting is one of the hardest things to do. Never is it tougher than after a job interview. Questions fly through our heads, like, did they like me? Do they think I'm capable? Will they hire me? Yes is the answer we hope is true for all of them, but there are some things we can do during interviews that ensure the answers will be no--things that absolutely kill any chance of getting hired. Here's a short list of what NOT to do during an interview.
1. Come unprepared
The whole point of interviewing you is to see what you can do for the company. What you bring to the team. How can you sell yourself as an asset to a company you know nothing about?
While there's no way you can know the ins and outs of the organization, Harvey Nash's Regional Recruiting Director, Cheryl Blumenberg, says some basic research on the company and management team is crucial. (Read suggestions from Cheryl on the best ways to get acquainted with a company and even come up with a personal pitch before your interview.)
2. Talk too much/not listen to the interviewer
Good communication skills are necessary each and every day on the job, so there's no better place to display yours than in an interview. When your interviewer has to work to get a word in, or keep repeating questions, it's just plain annoying. It's also a preview of how it will be to work with you. No one is going to write you off because you're a talkative person, but in an interview situation, you must listen carefully to the questions, give thoughtful answers and stay on point.
3. Talk negatively about current or past employers/managers
Ok. Your previous boss may have been a real piece of work, but it's extremely unprofessional to put them down when talking to a hiring manager. It can make it look like you don't hold yourself accountable and are more likely to blame others for your mistakes or problems. These are not signals you want to send to the person who's deciding whether or not to bring you on board. They want to know that you'll enrich the team, not bring it down with trash talk.
In addition to the tips above, please do yourself and your job search a favor by holding back your questions about raises and drug tests. Also, remember to dress and behave professionally. Hiring
]]>Because leading businesses large and small trust Harvey Nash to deliver skilled, dedicated IT professionals, you can trust Harvey Nash to offer sought-after, worthwhile career opportunities. We are currently seeking to fill a Test Automation Engineer for our client in Cranbury, NJ. We invite you to review the position requirements below and apply today if your skills match our need.
Experience should include both QA and development (.Net) with the responsibility of building and maintaining a large test framework. This candidate will help the core team build and maintain an effective build/test/release infrastructure while maintaining the highest application quality to support video-based initiatives.
Responsibilities:
Required Skills/Experience:
Harvey Nash
In addition to great career opportunities, Harvey Nash is proud to offer its valued contract professionals a number of benefits including health insurance and 401(k) matching. Apply now if your skills and experience are a good match for the position and remember this: At Harvey Nash, the door to opportunity is always wide open.
Apply:
Qualified candidates should submit a word formatted resume to cheryl.blumenberg@harveynashusa.com.