All posts by Göran

Cybersäkerhetstrender 2024

Cyberhoten mot Sverige ökar, blir alltmer kvalificerade och kostnaderna för angreppen uppgår årligen till miljarder. Detta påverkar både myndigheter, företag och individer. Utmaningarna ser till delar lika ut över världen. Utvecklingen kring AI går fort. Kompetensbristen är stor och cyberbrott är en växande verksamhet. Det är billigt att köpa olika tjänster för att bedriva brottslig verksamhet och brotten är ofta svåra att lösa.

Jag deltog nyligen i Cyberförsvarsdagen 2024, arrangerad av SOFF i samarbete med FRA, Försvarsmakten och MSB.

En av talarna, Mats Ekdahl, Check Point Software Technologies, berättade att man rangordnar världens mest lönsamma ekonomier som USA, Kina och på tredje plats cyberbrottslighet. Cyberbrotten skiftar i utförande och är ofta steget före skyddande aktiviteter och regleringar. Det saknas resurser och kompetens, vilket ställer stora krav på både myndigheter och företag att kontinuerligt utvecklas inom cyberförsvar och cybersäkerhet.

Här skriver jag om några av trenderna inom cybersäkerhet som påverkar oss i Sverige:

1. AI som ett viktigt verktyg för att stärka cybersäkerhet

Utvecklingen går, som sagt, fort och vi blir bättre på att analysera data med hjälp av AI för att förebygga attacker, skriva kod snabbare för att utveckla tjänster och system. AI hjälper oss också att övervaka våra system. Samtidigt utvecklar hotaktörer nya sätt att använda artificiell intelligens (AI) för att i högre grad automatisera och accelerera attacker. Kombinerat med explosionen av uppkopplade mobila enheter och 5G-aktiverat Internet of Things (IoT), detta skapar effektivare skadlig programvara och förenklar nätfiske. Ett exempel är Deepfake videoteknik, som är formgiven och såld för nätfiskebedrägerier. Tekniken finns att tillgå online till priser så låga som $20 per minut. En slags katt och råtta lek mellan hotaktörer på ena sidan och myndigheter, företag och individer på andra sidan.

Informationshantering och informationsanalys blir allt viktigare i takt med den snabba utvecklingen.

2. Ransomware – kraftig ökning

Under första halvåret 2023 såg vi en ökning med 50 % av så kallade Ransomware-as-a-Service (RaaS)-kit-attacker. Priset för en sådan tjänst börjar på $40 och är relativt enkel att köpa. Det går fortare att iscensätta ransomware-attacker, 2019 tog det i snitt 60 dagar att genomföra. Idag tar det i snitt 4 dagar. Det blir också vanligare att kriminella slänger själva krypteringsnyckeln till informationen man gjort otillgänglig och företag som betalar stora lösensummor får ändå inte tillbaka till sin data då den går förlorad för att den inte går att dekryptera.

3. Små och medelstora företag den nya stora målgruppen

För mindre och medelstora företag har cyberriskhotet ökat kraftigt på grund av växande behov av outsourcing av tjänster, inklusive hanterade IT- och cybersäkerhetsleverantörer, eftersom dessa företag saknar de finansiella resurserna och den interna expertisen som större organisationer kan ha.

I takt med att större företag har ökat sitt cyberskydd har brottslingarna riktat in sig på mindre företag. Små och medelstora företag är mindre kapabla att motstå konsekvenserna av affärsavbrott av en cyberattack. Om ett litet företag med dåliga kontroller eller otillräcklig riskhantering drabbas av en betydande incident finns det en chans att det inte överlever.

Dataintrång från tredjepartsleverantörer
Under 2023 ökade antalet dataintrång avsevärt från 2022, som i sig var ett rekordår. Det beror till delar på att vi förlitar oss på olika tjänster från tredjepartsleverantörer, som i sin tur blir komprometterade.

4. Cyberexpertis upp på agendan i styrelserummet

Tidigare i år släppte US Securities and Exchange Commission en uppsättning förordningar som kräver att börsnoterade företag avslöjar nya detaljer om cyberattacker samt cybersäkerhetstillsyn på styrelsenivå. Inom EU börjar NIS II och CER gälla den 18e oktober i år. Ett ökat antal  rapporteringskrav kommer att ge verksamheters styrelser och ledningsgrupper en möjlighet att föra meningsfulla diskussioner, skapa strategier, policies och bygga en kultur av cybersäkerhetskunnighet.

Generellt sett behöver styrelser bli bättre på att prioritera cybersäkerhetsrisker på samma sätt som alla andra väsentliga affärsrisker. Det är en läglig påminnelse om vikten av att styrelser, ledningsgrupper och andra företagsledare anpassar sig efter specifika mätvärden för cyberrisk och ökar takten och innehållet i den pågående strategiska riskhanteringen.

5. Kompetensbrist

Det beräknas att under 2024 saknas 4 miljoner säkerhetsexperter i det globala perspektivet. I Europa är var fjärde tjänst inte tillsatt. Koppla kompetensbristen till att komplexiteten samtidigt ökar gör att det är en av våra allra viktigaste frågor att hantera. I och med världsläge och medlemskap i NATO blir det tydligare att vårt cyberförsvar ska kunna skydda tre nivåer i samhället: Försvarsmaktens system, samhällets funktioner samt privata företag och personer. Näringslivet är ofta måltavla för cyberangrepp utförda av eller understödda av främmande makt där målet är att stjäla företagshemligheter och innovationer. Det bidrar till att vi också måste samarbeta mer över alla tre nivåer.

Hur ska vi hantera kompetensbristen?

7:e februari invigdes initiativet Cybercampus Sverige som har finansierats av programmet Avancerad Digitalisering – ett samarbete mellan industrin (ABB, Ericsson, Saab och Teknikföretagen) och staten (Vinnova, Sveriges innovationsmyndighet) samt RISE och KTH.

Cybercampus Sverige kommer att innebära en förstärkning av kompetensförsörjningen av cybersäkerhetsexperter.

Knowit Cybersecurity & Law har sedan flera år ett program kallat ”cyberhjältar” – ett traineeprogram inom cybersäkerhet och juridik. Programmet riktar sig främst till nyexaminerade studenter eller de som är nya inom cybersäkerhetsområdet. Även Hemvärnet erbjuder en grundkurs i IT-säkerhet. Fler satsningar behövs dock för att stärka kompetensen i Sverige.

På Cyberförsvarsdagen 2024 återkom flera till vikten av att samverka och dela kunskap för att snabba på utvecklingen. Att försvaret, myndigheter och företag behöver samarbeta och utveckla lämpliga former och forum för detta. Att vi också behöver rusta oss för nya typer av angrepp då cyberangrepp numera är en del av krigsföring.

För oss som arbetar med Executive Search fortsätter det vara viktigt att förstå och identifiera vad som behövs för att lyckas i uppdraget att leda utvecklingen i en kundverksamhet; på styrelse- och ledningsnivå och inom detta område även på specialistnivå.

Cybersäkerhetstrender 2024

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Board Services – trends and challenges

Here´s our latest movie with Titti Hammarling, EVP EMEA and Global Head of Board Services at AIMS International as well as Owning Partner of AIMS International Sweden. In this video Titti explores the evolving landscape and current trends in board services. She offers her professional perspective on the critical challenges facing modern boardrooms and the essential trends to stay ahead.

Join forces with AIMS International to build a board that drives your company towards sustainable success.

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Seasons greetings 2023

2023 and it is already December 19th! It has been a  year of inspiration and continued growth and development for us in many ways and we feel both humble and grateful. Thanks to all of you for collaborations, meetings and interesting discussions throughout the year! Hopefully your new year will start in good health and confidence.

Wherever you are and however you choose to celebrate we wish you all the best for the upcoming holidays!

It is a tradition for us in AIMS International Sweden to help children in need instead of buying Christmas gifts. We started many years ago with supporting some projects for Kids Future in Thailand and in recent years we have donated money to clean drinking water for children in exposed areas. Unicef has excellent alternatives when one wants to help, so our Christmas money has already been transformed into clean water through their clean water package.

Merry Christmas and a Happy New Year!

Best wishes,
The Team at AIMS International Sweden

Titti, Jan, Maria, Charlotta, BörjeRickardArneJonas, Annika, Lotta and Göran

https://unsplash.com/photos/pine-cone-on-top-of-red-vehicle-christmas-table-decor-cAkkwenx5zo

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Välkommen Lotta Seipel

Det är med stor glädje vi presenterar Lotta Seipel som ny medarbetare i vårt AIMS International Sweden team. Varmt välkommen!

Lotta har rollen som Executive Project Manager inom AIMS International. Det innebär att hon har ett nära samarbete med Partner-/Konsultgruppen och att hon är en central nyckelperson för hela verksamheten. Hon kommer att ha många kontakter både i Sverige och internationellt.

Här kan du läsa mer om Lotta och du kommer i kontakt med henne på lotta@aimsinternational.se och +46 73 682 75 15.

Lotta Seipel

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Vi önskar glad midsommar!

Vi på AIMS International vill önska dig en riktigt fin midsommar, var du än befinner dig och vad du än väljer att fylla den med för program. Vi hoppas i varje fall att du får mycket solsken i gott sällskap.

Här i Sverige finns vi tillgängliga under hela sommaren om du behöver vår hjälp.

Vi ser fram emot fortsatt samarbete/kontakt med dig! Till dess – allt gott.

Happy solstice

We at AIMS International would like to wish you a really happy solstice, wherever you are and however you choose to celebrate. We hope that you get a lot of sunshine in good company.

Here in Sweden, we are available during the summer if you need our help.

We look forward to continued cooperation/contact with you! Until then – all the best.

Hälsningar/Greetings,
The team at AIMS International Sweden
Titti, Börje, Louise, Emma, Rickard, Arne, & Göran

Glad midsommar - happy solstice

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Meet Dan Mihnea Badiu

VP EMEA as well as Executive Search Consultant in Romania

Romania has a population of ca 20 million inhabitants. Most of the people live in the South and the Eastern part, but also in the North West. Most people speak Romanian which is a romance language. Biggest city is the capital Bucharest with more than 2 million inhabitants. The Carpathian Mountains is in the center off the country with mountains as high as 2,544 meters and surrounded by good agricultural land.

Romania biggest export markets are Germany, Italy, France and their neighbors Hungary, Poland and Bulgaria. Romania is the number 39th export market for Sweden and Sweden is number 23rd import market for Romania. Romania export from and import to Sweden is about 5 billion SEK. Most big Swedish companies are established in Romania and about 13,000 people are employed in Swedish owned companies.

What is your background and what attracted you to make a career change into becoming an Executive Search Consultant?

Actually I got in this industry by chance, right after graduating from university, back in 1999. The local economical landscape was completely different – you have to keep in mind that Romania was still struggling towards a normal, open economy, as at that point we were freed from the communist regime for just 10 years. From that point on, with a break of 3 years (when I worked as an internal HR), my entire career was in Executive Search, which I really love!

What are your own focus areas as Executive Search Consultant?

The market conditions in Romania did not allow so far to focus on a certain industry or Job functions so I can say that after many years, I am a generalist – I had the opportunity of completing successfully hundreds of searches in Automotive, IT&C, FMCG, Constructions, Chemicals on basically all job functions.

What can you tell us about AIMS International in Romania?

We started our journey in 1992, being one of the first Recruitment companies established in Romania. The first office was opened in Bucharest and soon after, the Timisoara office followed, allowing us to cover the entire territory in a more consistent manner. We helped more and more international clients and 2002 we became AIMS International Romania.

In time, the two offices (Bucharest and Timisoara) start to specialize, according to better served our local market; while in Bucharest our teams main services are Executive Search and Talent Management, the team at the office in Timisoara is well-known for its salary surveys (targeted especially on the Automotive, SSC/BPO and IT&C industries), training and coaching business.

What is Romania’s economy like?

After the rough period of the 90’s, the Romanian economy was on a constant rise, being one of the countries with the highest increase rates in the European Union (current ranking is 12th by nominal GDP and 7th largest when adjusted by purchasing power parity).  In 2020, Romania’s GDP per capita in purchasing power standards reached 72% of the European Union average, up from 44% in 2007, the highest growth rate in the EU27.

If we are to name only a few of the most developed industries, I would point out to the Automotive Industry (with 2 producers, Renault / Dacia and Ford, followed by hundreds of automotive spare parts producers), IT&C (with hundreds of software development firms) or SSC/BPO’s (many of the large, multinational companies decided to open their Shared Service Centers here, due to the highly skilled labour force combined with very good foreign language skills). And I believe that, besides the industries already mentioned, the list of industries well developed here is quite impressive!

How would you describe the Executive Search market in Romania?

I would describe it as an overcrowded and highly competitive one – many competitors fighting over a relatively small market (as per the information I have, it does not exceed 5 million euros/year). To make matters more complicated, many decision makers still do not make a clear distinction between Executive Search services and general Recruitment ones, so in many instances the decisions are made mainly based on the fees and not on the seniority and expertise of the consultants.

What is the most important advice for a foreign company who wish to invest, establish or increase their presence in Romania?

I believe that the market still offers good opportunities and we are not yet in a crisis of resources when it comes to Top and Mid Management candidates.

What I think is of the utmost importance is to make a proper due diligence of the market before entering it, in order to align the expectations with local realities.

We had the opportunity of supporting some new comers from the moment they were just considering Romania as a good country to invest in – we were able to offer information regarding the labor market but not only (offering support in finding offices, legal services, accounting services, through our local network and partners).

Like many of our Eastern European colleagues in AIMS International we can see a trend after de pandemic, that international companies are moving production back to Europe to the set up new sites. See previous interviews with Judit Simonyi Managing Partner at AIMS International Romania and Šarūnas Dyburis Managing Partner at AIMS International Lithuania.

You are the VP EMEA – AIMS International – what are the challenges in this region and what are the strongest trends you see moving forward when it comes to finding and keeping top talent?

My area of coverage as VP EMEA covers mainly the Central and Southeast part of Europe. What I found interesting is that, although we are basically neighboring countries and we face some common challenges, each country has its own, specific challenges (market development speed, types of business opportunities, etc).

Nevertheless, I like to see this area as a united one with much potential for the future – after all, many of us have the same background (with quite fresh free markets after decades of communism), sharing the same kind of dynamics and transformation. In addition, many of the international hubs of our customers are located here and I believe we could do an even better job in cross-country development. Dan Mihnea Badiu

Daniel Minhea Badiu

Map of Romania in Europe

Bucharest

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Seasons Greetings 2022!

We are getting closer to the end of 2022. It has been a  year of inspiration and continued growth and development for us in many ways and we feel both humble and grateful. Thank you so much for collaborations, meetings and interesting discussions throughout the year! Hopefully your new year will start in good health and confidence.

Wherever you are and however you choose to celebrate we wish you all the best for the upcoming holidays!

It is a tradition for us in AIMS International Sweden to help children in need instead of buying Christmas gifts. We started many years ago with supporting some projects for Kids Future in Thailand and in recent years we have donated money to clean drinking water for children in exposed areas. Unicef has excellent alternatives when one wants to help, so our Christmas money has already been transformed into clean water through their clean water package.

Merry Christmas and a Happy New Year!

Best wishes,
The Team at AIMS International Sweden

MikkoTittiBörjeRickardArneEmmaLouiseJonas, Linda and Göran

Season´s Greetings

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Meet Olivier Legrand

With its location in the centre of Europe, the three Benelux countries Belgium, the Netherlands and Luxembourg make up Sweden’s third largest trading market. As the heart of the EU and NATO, Benelux is a highly relevant market in terms of security, politics, as well as commerce, and the collective GDP is one of the largest in Europe.

What is your background and what attracted you to make a career change into becoming an Executive Search Consultant?

During my corporate career I’ve had many times the opportunity to work on building – developing – transforming teams and organizations, and I’ve enjoyed that pretty much. During those years I have always been surprised how little the understanding of my business challenges was from HR consultant and especially Recruiters: The conviction is that a better support was possible was there. I was just missing a spark! And this happens when I met by coincidence Gregoire Depeursinge (Managing Partner AIMS Int Switzerland and at that time VP EMEA) during Automechanika in Frankfurt a few discussions later, and receiving the extra support from AIMS International Greece and AIMS International USA, AIMS International Belgium was created and a new professional chapter started for me.

How is your local presence in Belgium?

Belgium by its location and history is international by essence. Like myself I am born in France and I live in the Flemish speaking part of Belgium and been working for international companies. When me and my colleagues are looking for candidates we find them in Belgium but sometimes also in France, Switzerland or the rest of the French speaking communities of the world, or if we are looking for Flemish speaking candidates we are looking in the Netherlands. We are cooperating very closely cross border with our partner within AIMS International. Me and my colleagues can for sure help locally thanks to a deep understanding of the local market, but where we can make the difference is in our ability to help our customers locally and globally leveraging the unique global footprint AIMS international is offering: wherever they are looking for talent we can help following the same process and when needed with a central point of contact who will deeply understand their culture, specificities and challenges.

What is Belgiums economy like?

The economy of Belgium is a modern economy that has capitalised on the country’s central geographic location, highly developed transport network, and diversified industrial and commercial base. My country has developed an excellent transportation infrastructure of ports, canals, railways, and highways, in order to integrate our industry with that of our neighbours. We are about 11 million inhabitants in a small area of just +30.000 sq. meters so everything is close and Belgian companies often goes international very fast. Our economy is made of a healthy mix of some large groups and a multitude of mid to small size innovative companies, highly international driven. You will find here many international companies European (and sometimes global) Headquarters and large number of production facilities in Food (not to mention Beers and chocolates!), the Pharma/Life Science or Chemical sector and an extremely high transport & logistic activity especially around Antwerp and its harbor.

Innovation is highly stimulated by each region, and by many active cities like Leuven, Gent or Hasselt, hosting many rising stars.

How would you describe the Executive Search market in Belgium?

There is currently an interesting situation: companies are in need for talents and ready to hire while candidates are difficult to attract

First reason is the global context: we went through Covid, we have the war in Ukraine, price inflation. These situations generating stress, concerns with the consequence that a large part of potential candidates are feeling it is not the right time to change

Second is that it is a big challenge to get good candidates attention as they are in great demand.

Last but not least many companies have not understood yet that that the game has changed : they need to convince candidates more than they need to convince them ( to show long term vision, to be open for home office possibilities, to offer development opportunities for instance), and they need to be « quick on the ball », long processes with too many steps with not also easily available managers / executives are losing many candidates along the way.

How specifically do you handle international assignments?

It varies with the assignment and the desire of our client: we can perfectly handle from Belgium the project if our consultant’s expertise is what counts the most (in a specific sector for instance) or hand over to our local AIMS colleague if the local expertise counts the most.

To give you an example. When a company in Sweden would like to have help with an Executive Search project in Belgium they are already mostly a client to AIMS International in Sweden. My colleagues at AIMS International Sweden are responsible to lead the project and I am responsible to set up the local team in Belgium. If we need to make a multi county search I do it by myself or together with my colleagues in the French speaking countries or my colleagues in the Netherland. It depends about preferred languages.

The main driver is to propose the solution that will be the most efficient to the customer  and with the same process.

I know you work a lot within Automotive and Industrial with Executive Search, areas where we have collaborated together. Any other areas where you also work in and what type of assignments do you do?

AIMS International Belgium is supporting companies in the Automotive, within engineering, in the Chemie, in the food, in finance and in logistics so the scope is pretty broad. We can virtually help all sectors.

You are the Global Head of our Automotive and Mobility Practice – what are the challenges in that sector and what are the strongest trends you see moving forward when it comes to finding and keeping top talent?

The industry is under massive pressure as it needs to speed up its digital Revolution, handle a technology shift (electric vehicles) and successfully go through a quick consolidation phase.

To succeed, even at AI rising time, the decisive factor is the human factor: people.

It is thus for this industry a massive HR challenge:

  • supporting their team will cope with all changes and adjust to the new normal (engineers for sure, but sales and marketing too)
  • supporting their management will adjust (managing new generations with other expectations, driving towards more gender equity and more diversity)
  • attracting talents in new technologies at a time when Automotive is less attractive than some other industries / sectors.
  • securing the next generation is properly prepared with the appropriate succession planning in place.

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Meet Leonie Pentz

South Africa is the second largest economy on the African continent. As a steadily growing consumer market, it offers plenty of possibilities for Swedish companies to establish local activities.

With its 60 million inhabitants and continuously increasing consumer market, South Africa is a regional hotspot for growth in the south of the continent.

Sweden exports many different products to South Africa, including vehicles, electric and ICT equipment and heavy machinery for mining, but also high volumes of pharmaceuticals and processed food. Thanks to the SADC Economic Partnership Agreement, South Africa has beneficial trade conditions with EU countries. The lower labour costs are also beneficial for growing business in South Africa.

South Africa exports mostly: mineral products (25.1 percent of total exports, including chrome, manganese, vanadium, vermiculite, ilmenite, palladium, rutile and zirconium, crude and coal), precious metals (16.7 %, mainly gold, platinum, diamonds and jewellery), vehicles and aircraft vessels (11.9 %), iron and steel products (11.9 %), machinery (8.1 %), chemicals (6.1 %) and vegetables (5.4 %). Main export partners are: China (9.7 % of total exports), the United States (7.5 %), Germany (7.1 %), India (4.7 %), Japan (4.7 %) and Botswana (4.3 %). Others include Namibia, the UK, Mozambique and Netherlands.

In 2019, the country was the world’s largest producer of platinum the world’s largest producer of chromium the world’s largest producer of manganese the 2nd largest world producer of titanium the world’s 11th largest producer of gold the 3rd worldwide producer of vanadium the 6th largest world producer of iron ore the 11th largest world producer of cobalt and the 15th largest world producer of phosphate. It was also the world’s 12th largest producer of uranium in 2018.

AIMS International South Africa

AIMS International South Africa operates in Cape Town and Johannesburg, often also with assignments in neighboring countries.

AIMS International Sweden and AIMS International South Africa has a history of solving assignments together and apart from more traditional Executive Search assignments we have also collaborated on attracting highly skilled engineers from South Africa to relocate to other parts of the world where there has been a shortage of talent within special niche markets and special expertise.

  • 4% of Swedish exports go to Middle East & Africa
  • 6% Middle East & Africa represent 6% of global economy
  • 7% of global exports originate in Middle East & Africa

Leonie Pentz

Recently I talked to Leonie Pentz about the market in South Africa, its development, the importance of sustainability and how Leonie with her team incorporates sustainability in their way of working as Executive Search-consultants.

Leonie has 20+ years as a recruitment professional in the Sub Sahara African market and since January 2011 as AIMS International’s Managing Partner based in South Africa. She represented the MEA region on the AIMS International Executive Board from 2016 to 2022 and currently holds the international position of VP Sustainability. She is fluent in Afrikaans and English.

What is South Africa’s economy like?

We are a country rich in raw materials. Recently, metal prices have risen after the pandemic and rose extra in connection with the disruptions in supplies from Russia due to the war. To then recoil, but raw material prices are clearly higher than before the pandemic. Our economy is slower at the moment, we are still feeling the after effects of the pandemic and, although there was a slight upswing beginning of this year, only about 500 000 jobs were added in the last quarter amongst the highest ever unemployment figures (around 37%), so not great news. We are also impacted by the effect of the Russia /Ukraine war, for example fruit exports (20% of all SA export pears used to go to Russia) and many other business areas are under strain. As we are far from most of our traditional trade partner markets, global logistic challenges can affect us greatly. I am hoping the African Trade Agreement will promote more inter-Africa trade opportunities, which might spread the risk somewhat.

As always though, opportunities arise out of chaos and disruption and we do see certain niche industries moving forward and specifically privately owned companies who can quickly adapt to opportunities and movements in the markets, are growing.

How would you describe the Executive Search market in South Africa?

Our market is a hybrid of new and old world. We have a small sophisticated market on the one hand with clients who understand the value the executive search process and partnership brings. At the same time, we have a large general success-based recruitment market who also like to call themselves ‘headhunters’. Due to many corporates bringing in a tender system for recruitment services, they forget to look at years of experience and professionalism of the individuals in the service company. A price war ends in a cheap service. In our industry, human capital is key. Service excellence can only come with open communication, active partnership and a market related price. Our service is inexpensive, but it certainly is not cheap.

How specifically do you handle international assignments?

Over the years, we have worked for many international clients, both looking for staff in South Africa for SA operations or our clients needing staff in a different international location. With the SA team’s excellent relationships and close collaboration forged over many years with our AIMS Offices in more than 50 countries, this is just another Tuesday for us. We have especially close ties with Partners in the MEA region and, interestingly enough have done numerous assignments in collaboration with our Finnish and Swedish Partners. We have a similar work ethic and I love that we share a passion for ESG.

What is the most important advice for a foreign company who wish to invest, establish or increase their presence in South Africa?

As mentioned earlier, there are great opportunities in Southern Africa and the African continent. You will need a long-term view, though. If you are prepared to learn and ‘accept’ the local culture and hand pick your staff and support the achievers, you can succeed.  We have a young, vibrant work force. If nurtured and supported, this can be your organisations’ biggest strength. People think that South African salaries are low, however it is important to understand that while minimum wages for entry level and blue-collar workers are super low, the difference between professionals’ salaries and the entry level is huge. Engineers in SA do not earn any less than in Sweden, for example. I would advise any investor to ensure they have top quality service providers who can support and advise them on local staffing, benefits, labour law and cultural issues.

I believe you have a generalist approach to working with Executive Search. Any areas where you prefer to work in and what type of assignments do you do?

In short, we like to work with clients who like to work with us. We are our client’s thinking partners when it comes to staffing. We do not ‘just do a job’. We truly become ambassadors for our clients. We fall in love with our client companies. We also particularly enjoy working with international clients who are either expanding or starting up in our region. These clients see the benefit of our value-added service approach. We do a lot of work in the general industrial and also service environments. The best fit for us in the South African context is therefore large or medium sized independently / family-owned organisations where we have access to key decision makers who demand value for money. This way we can make a difference and, no matter how difficult or complex the assignment, we find the right solution for our clients.

You were part of the marketing team in AIMS International for a rather long time and you got a good understanding on marketing and communication internationally. What trends do you see in South Africa and internationally when it comes to marketing of our services?

It is no secret that today’s clients and candidates are better informed than ever before.  With a serious leadership crisis and war for talent globally, it is important that a prospective employers’ value proposition is well thought through and in line with their ideal candidates’ personal motivations. Aspects such as mental health, hybrid work opportunities, flexible remuneration and benefits and equality issues are speaking louder than skills vs pay. From professional to executive level, employees have similar needs worldwide, nuanced with their cultural context. A Headhunter needs to be unbiased and inclusive, yet understand the client’s cultural environment and which behaviours will drive the set of values that fits this particular culture. And know where and how to attract and find the talent who will fit this environment.

I know sustainability is something of great importance for you. What trends within sustainability are rising in your region?

Our country’s rich natural resources are its biggest strength and our biggest threat at the same time. We are again slow off the starting blocks here. In a country with the highest wealth disparity in the world, it is tough to keep focus on these topics when 10% of the population goes hungry daily. And this while there are no actual food shortages in South Africa!  Money talks and unfortunately short-term money talks the loudest in our political climate.  Terrible environmental decisions are being made and ‘allowed’ by institutions who should have our best interests and our country’s longevity at heart. We will no doubt see the devastating impact of these actions in the medium and certainly in the long term, especially related to mining and with the rehabilitation of mining not being enforced by the Government.

How does sustainability affect how you handle Executve Search?

There is an immense drive amongst the younger workforce towards an unbiased and inclusive management style. This is possibly the biggest leadership shift that needs to happen, impacting the success of a company’s workforce. We therefore endeavour to identify and place leaders with a sustainability mindset, building it into our own and our client’s DNA. The answer to successful recruitment and retention strategies, building future human value, and therefore total value in your organization, is sustainability. Recruitment (if done correctly) is a key sustainability driver.

Thank you Leonie, always a pleasure talking to you!

Leonie Pentz

Cape Town

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Dags för förändring?

Funderar du på att byta arbete eller göra någon annan lite större förändring i ditt liv?

Varje år när semestern börjar gå mot sitt slut blir vi kontaktade av personer som funderar på att byta arbete. När man kommit ner i varv och hinner ikapp med de frågeställningar man kanske vanligtvis inte riktigt hinner med är det inte ovanligt att man landar i att det faktiskt är dags att byta uppdrag. Ens nuvarande roll kanske börjat gå på rutin, det kanske inte är riktigt lika roligt längre eller så behöver man lära nytt och se till att man är i fortsatt utveckling på ett sätt som ens nuvarande roll inte tillgodoser. Det är inte heller ovanligt att man vill höja sin lön.

7 frågor som hjälp till personlig utveckling

Jag läste för ett tag sedan en artikel skriven av Whitney Johnson på ted.com. I sitt bolag ”Disruption Advisors” utvecklar hon både team och individer, bland annat genom att använda sitt egenutvecklade verktyg: S Curve Insight Platform. När det kommer till personlig utveckling använder Whitney Johnson ofta en modell som kallas ”S Curve of Learning” (först utvecklad av forskaren E.M. Rogers).

I artikeln fokuserar hon specifikt på den första fasen av S-kurvan – som hon kallar Explorer-fasen (en fas som många av oss befinner oss i). Börja med att ärligt besvara dessa 7 frågor:

  1. Går det att uppnå?
  2. Är det enkelt att testa?
  3. Är det både nytt och samtidigt till delar bekant?
  4. Passar det min identitet/självbild?
  5. Är belöningen värd insatsen?
  6. Stämmer utmaningen med mina värderingar?
  7. Är detta mitt “varför”?

Whitney Johnsons artikel hittar du här: https://ideas.ted.com/considering-a-job-change-or-other-life-change-7-questions-to-ask-yourself-first/

Coaching

Ett annat bra sätt att landa i vad som är viktigt för ens egen utveckling är att ta hjälp av en certifierad coach, en ledarskapscoach som på ett strukturerat sätt hjälper dig att själv ta rätt beslut.

Mina kollegor Titti Hammarling och Mikko Taipale har skrivit fler artiklar på ämnet karriärutveckling.

Titti Hammarling:
https://aimsinternational.se/dags-att-vi-spranger-vara-glastak/

https://aimsinternational.se/att-komma-tillbaka/

Mikko Taipale:
https://aimsinternational.se/defining-your-next-career-move-critical-questions/

https://aimsinternational.se/coaching-for-performance/

Dags för förändring?

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AIMS International Sweden | Tullgränd 4, 5th floor, 111 30 Stockholm

+46 8 122 076 20 | info@aimsinternational.se