Korn Ferry Names Global Private Equity and Industrial Practices Senior Leader
October 9, 2020 – Korn Ferry has appointed Henrik Maartensson as a senior leader in the firm’s global private equity and industrial practices.
“Henrik brings rich experience leading complex engagements while working with a broad scope of private equity and industrial organizations,” said Pascal Gibert, co-president, EMEA, Korn Ferry. “He is a natural leader and trusted partner, whose regional and industry experience will be an invaluable asset to our clients. We’re thrilled to have Henrik joining the Korn Ferry team.”
Mr. Maartensson joins Korn Ferry from Spencer Stuart, where he co-led the EMEA region, bringing his leadership advisory experience to a range of board and C-level engagements for international companies. Previously, he led the firm’s global transformation program and prior to that he served as global practice leader for the firm’s industrial and supply chain practices. Mr. Maartensson is also focused on recruiting senior executives in enterprise supply chain management, sourcing and procurement, manufacturing and operations, and logistics and distribution positions across industry sectors on an international level.
Prior to entering the executive search industry, Mr. Maartensson spent almost 20 years in the transportation and logistics industry with Deutsche Post DHL where he held leadership roles in general management, business development and operations across Europe and Asia. Beyond his industrial experience, Mr. Maartensson also specializes in the transportation and logistics, industrial and business services sectors at a global level.
Virtual Recruiting Solution
In response to the COVID-19 pandemic, Korn Ferry is quietly entering new markets in a bid for enhanced sources of revenue. One area is outplacement – a field that would have been unheard of entering until COVID-19 struck. As it laid off and furloughed employees earlier this year, and cut pay for nearly every level of employee within its company, the talent leader was seen shifting gears. Instead of bringing people into corporate roles, it is now tapping into ways to help businesses remove them. Conflicts are expected, according to several well-placed sources within the staffing giant.
Korn Ferry Appoints Chief Diversity Officer
Korn Ferry has named Michael Hyter as its chief diversity officer. Mr. Hyter’s appointment elevates Korn Ferry’s ongoing focus on and commitment to D&I programs and initiatives, as he takes full responsibility for D&I globally, said the firm. “I’m a true believer in the power of D&I and the impact it can have on a company’s culture, values and growth,” said Mr. Hyter. “A critical factor to any company’s success is having a diverse mix of talent who can take on the challenges and opportunities they face now and in the future.”
Korn Ferry also recently launched Korn Ferry Recruit, Nimble, a fully integrated, virtual technology solution for high-volume hiring. It is part of the firm’s line of Nimble solutions. Nimble uses best-in-class AI, along with the proven recruitment intellectual property of Korn Ferry. The firm said that the new solution “is designed to leverage a client’s brand, shifting to a candidate-driven experience by sourcing, attracting, assessing and selecting the right people for the job at an affordable cost-per-hire.”
“Nimble is an efficient and effective tool for organizations that need to quickly ramp up high-volume hiring,” said Jeanne MacDonald, president, Korn Ferry global RPO solutions. “Nimble not only helps widen the net of qualified candidates, it creates success profiles that ensure the people with the rights skills are short-listed. Nimble offers a positive candidate experience in a virtual environment that increases the chances the candidate will accept an offer and stay on the job.”
“Nimble starts at the beginning of the high-volume hiring journey by first creating success profiles that identify candidate attributes needed to be successful in a particular job,” Korn Ferry said. “This ensures the right fit for a role and increases chances of longer tenure once the candidate is on the job.”
It then creates a sourcing strategy using AI to find internal and external candidates. There is a “text to apply” feature, and an AI assistant (a chatbot named Juno) provides 24/7 candidate support. Candidates are guided through each phase of the process, having their questions answered and being updated as to where they stand in the process.
Contributed by Scott A. Scanlon, Editor-in-Chief; Dale M. Zupsansky, Managing Editor; and Stephen Sawicki, Managing Editor – Hunt Scanlon Media
