Multiple roles to lead the Council during an exciting time of transformation to meet future challenges & needs
The Brief
Following our ongoing relationship and successful placements of the Head of People and Culture, Future Leadership was engaged once again to partner with a local council during an exciting time of transformation to stay ahead of evolving changes and community needs.
Following a detailed briefing with the CEO and select Executives, the council sought seven forward thinking leaders with a reputation for change agency, integrity, strong customer service, and collaborative teamwork in the following positions:
- Director, Community Services
- Director, Corporate Services
- Executive Manager: Transformation
- Manager, Governance and Integrity
- Manager, Project Delivery and Assets
- Manager, Strategic Communications and Customer Service
- Co-ordinator, Organisational Change and Development
Candidate net Promote Score
Future Leadership combines truly personalised relationships with innovative technology solutions to ensure an approachable and efficient process for all our Net Promoter Score across clients, successful candidates and unsuccessful candidates is well above industry standard.
Candidates supported every year
We maintain genuine relationships with past candidates and continue to support them with leadership solutions long term, after they land their role.
Senior Women Appointed since 2002
Over half of the executive search assignments undertaken by our team have resulted in the appointment of outstanding female or LGBTQI+ leaders to high profile roles.
Candidate Retention Rate for 12 months since 2002
Our thorough briefing process and ability to engage passive candidates mean that we go to great lengths to find the right person for the role – long term!
The Process
The executive search and recruitment process was conducted nationally and supported by an online and half page print advertising campaign in the Saturday Age early general news section.
As part of the application, candidates were asked to provide responses to targeted selection questions addressing the Key Selection Criteria for each role. A ‘traffic light’ assessment with summary write ups for each candidate was presented in de-identified gender balanced shortlist reports to remove unconscious bias. The full list of expressions of interests received was also provided after the shortlisting. There was a desire to balance gender at the Executive leadership table.
The Outcome
The client progressed 3 to 5 candidates per role to staggered first round panel interviews. At this stage, reference checking and psychometric assessments were finalised for preferred candidates.
The final preferred candidates were progressed to a second-round interview with the CEO where probing questions from the psychometric assessment reports were discussed. Seven diverse successful candidates were appointed, five of which were female candidates.
All candidates commenced their new roles in August 2021.
The council is seeking to appoint a further two senior Manager positions and has engaged Future Leadership again, as a result of this successful project.
