REPORTS & PUBLISHED ARTICLES | BOOKS | EXECUTIVE SEARCH MODEL

THE WIGDER REPORTS & PUBLISHED ARTICLES— Read the latest issue

Click on a title below to read the article.

   • The Six Keys to Success: Hiring and Retaining Executives

...• The Wigder Report is Out of Hibernation

...• Fulcrum Hiring Guide for Private Companies

...• Making the performance appraisal more relevant in a shrinking world
.....ORIGINALLY PUBLISHED IN MASS HIGH TECH

...• Massachusetts at a Crossroads:
.....What We Need to Do to Attract and Retain Top Talent
.....ORIGINALLY PUBLISHED IN THE BOSTON BUSINESS JOURNAL

...• Looking Outside the Family for New Corporate Leaders
.....ORIGINALLY PUBLISHED IN THE BOSTON BUSINESS JOURNAL

...• Gut Hiring Works!--with the right foundation

...• The Compensation Dilemmas
.....ORIGINALLY PUBLISHED IN THE METROWEST BUSINESS MONDAY

...• Unbeatable Teams

...• Raise the Bar and Hire the Best

...• Profit Sharing: Entitlement or Motivator?
.....ORIGINALLY PUBLISHED IN PROMOTIONAL PRODUCTS ASSOCIATION INTERNATIONAL
..
...• Status Quo or Change - Feedback
.....ORIGINALLY PUBLISHED IN THE METROWEST BUSINESS MONDAY

...• Status Quo or Change

...• Consequences and Challenges

...• Attention Value Investors: This is Time to Build Your Management Team

...• Do You Plan to Recruit Next Year? Beat the Odds and Save $1/2 Million

...• Hiring With Confidence
.....ORIGINALLY PUBLISHED IN THE METROWEST BUSINESS MONDAY

...• Seven Smart Compensation Strategies for Small Businesses

...• Status Quo or Change?
.....ORIGINALLY PUBLISHED IN THE METROWEST BUSINESS MONDAY

...• Guaranteeing Results of Search Projects!

...• Savior or New Problem

...• Company Growth and Compensation
.....ORIGINALLY PUBLISHED IN THE METROWEST BUSINESS MONDAY

...• What will happen when the Recruiter Calls?

...• Crossing the Bridge: Letting Another Person Manage Your Business
.....ORIGINALLY PUBLISHED IN THE METROWEST BUSINESS MONDAY

...• Styles and Leadership

...• Tests and Judgments

...• Vision and Heroism

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BOOK

Our new book "7 Ideas about hiring …." is now being written. The thesis and chapter titles are below. A highlight from each chapter will be published month by month, in the Wigder Report. These will be linked to this page as they appear.

7 Ideas about hiring for private and family businesses:
Make your company a winner in the war for talent.

This book focuses on ideas rather than techniques. We have worked with private and family businesses for more than twenty years and have learned that applying these seven ideas leads to more effective action than seeking to gain mastery of interviewing or recruiting techniques. We call our way of thinking the Fulcrum Method©. This book has seven chapters - one for each common sense, practical idea. Each chapter gives our recommendations for the most straight forward way for the reader can turn the idea to action.

TABLE OF CONTENTS

Forget the two really bad ideas private firms have about hiring

Understand the blind spots that hurt your company and minimize their impact
.........• It is harder for Family Businesses; will that be your excuse?

Look for talent with systematic intent; just don't hope for the best

Create a winning hiring team; let your staff's pride show through

Reasoned dialogue will be necessary to explore those changes which must occur to elevate your company. Accept the need for change in people and methods.

Unify everyone's vision; involve staff in planning and set higher standards of performance.

Measure performance and give feedback that raises standards
.........• Putting it all Together: Congratulations--You have a great company and
.......... will be a winner in the talent war.

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FULCRUM SEARCH MODEL

For Private Companies & Family Owned Businesses

Hiring an executive leader can be challenging, particularly when you own your own
company; or are in a family business.  In addition to having limited time, owners often
lack the professional skills and resources to identify and attract the same highly qualified candidates sought after by large public companies.  Further, most owners are not prepared
to manage the potential impact that a new executive will have on their management team
and cultural dynamics.  Without these resources, even the most successful companies risk financial loss, cultural disruption and a very high probability that the newly hired executive
will be gone within the first 18 months of employment. 

The Fulcrum Advantage

Despite these challenges, traditional search firms continue to view the recruitment process
as a transaction, and limit their services to hiring executives based on skills and compensation.  Further, once the executive is hired, they collect their fee and the relationship ends. 

larger view

Fulcrum Search Model

At Fulcrum, we view hiring an executive leader as the first step towards establishing a strong client relationship.  Once the executive is hired, we provide consultative support throughout the executive’s critical first year of employment at no additional cost.  This unique approach ensures the executive’s smooth transition into your business, and is reinforced by a 100% success guarantee.  Further, final payment is not collected until the end of the executive’s critical first year of employment.

The Fulcrum Executive Search Model provides clients with value above and beyond traditional search services, and a recruiting advantage unmatched in the industry.  Our proven proprietary approach minimizes the risks of hiring an executive leader for a privately-held or family-owned business, guarantees their smooth transition into the company’s culture, and builds a strong foundation for achieving long term success.

We invite you to speak with clients to hear first hand their success stories, and learn why they prefer Fulcrum as ‘recruiter of choice’ for their privately-held or family-owned business.

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