Section A: Executive Search Case Studies
(Download a PDF copy of L Cube Consulting corporate profile for the latest case study)
Case Study 1: Where and how did you get this candidate ?
Case Study 2: Character Analysis : “Ask Lawrence, he knew all about me.”
Case Study 1: Where And How Did You Get This Candidate?
Clients are often curious on how and where L Cube gets our candidates.
Recruiters generally obtain their candidates through advertising or traditional media and online platforms as well as rely on their internal database. Whilst this is the fastest way to obtain candidates, the results yield might not be the most effective.
At L Cube Consulting, we use more than the traditional methods of obtaining candidates. Our unconventional search selection ensures our success in securing the right–fit candidate for the job.
Case Study 2: Character Analysis* – “Ask Lawrence, he knew all about me.”
One of my clients invited me to sit in on one of their final interviews. As part of the initial warm up, my client asked the candidate to tell us about himself. The candidate answered: “Ask Lawrence, he knows all about me!”.
As one of our value-added deliverables, we provide the client complimentary Character Analysis* for all our retained search assignments. In addition to ensuring the candidate is right for the role, the Character Analysis ensures that the candidate selected shares the same values and beliefs of the organization.
Often, the candidate would agree to our Character Analysis report. Hence the candidate’s answer: “Ask Lawrence, he knows all about me!”.
- Terms & Conditions apply
Email your hiring needs to [email protected]
Or call Six Zero One Seven Double Three Eight Triple Two Zero for an initial private and confidential discussion
Section B: Management & Leadership Case Studies:
Case Study 1:
Is Product or Industry Experience Critical For Turning Around A Company?
The best person to answer the above question is none other than Louis Gerstner,
Initially, Gerstner was not interested in the job at IBM, believing that, as a nontechnical person, he was unqualified.(Forbes)
In 1993, after only a few weeks as the new CEO, Gerstner came out of an 8-hour meeting on strategy, he realized that he did not understand a thing!
IBM was losing billions of dollars with a total of 300,000 employees then. Gerstner recalled that few people even understood how close IBM was to running out of cash.(Forbes)
Gerstner considered being an outsider was to his advantage. He had practically zero experience with the IT business as he was previously working with McKinsey & Co., American Express Company, and RJR Nabisco. Totally different products and industries!
Louis V. Gerstner, Jr. served as chief executive officer and chairman of the board of IBM Corporation from April 1993 to March 2002 and chairman until his retirement in December 2002 (IBM)
Gerstner, without any experience in the product or industry as IBM’s succeeded to turn IBM around. Yet many HR Managers, hiring managers, recruiters, are fixated with their perceived idea that product or industry experience is mandatory in their selection of candidates! They see the trees but miss the forest!
L Cube Consulting goes beyond the standard script of such so-called mandatory basic requirement.
Email us for a 15-minute presentation on how we see both the trees and the forest!
Contact [email protected]
L Cube Consulting…Professionals serving Professionals
- Harvard Business School 2002
- Forbes 2002
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