Diversity is at the core of our services as an executive search consultancy. As a leading search business, we know the importance of delivering talent from as wide a range of backgrounds as possible.
We have an excellent reputation for delivering diversity. Our success has been based on robust search methodologies and innovative advertising to ensure that we reach traditionally under-represented groups.
We ensure that all our consultants are trained in equality and diversity issues in order to have the skills necessary to produce practical solutions to diversity challenges.
We engage several approaches, both on an ongoing and assignment specific basis, in order to position us to best deliver a truly diverse shortlist for our clients.
When deciding how to obtain a diverse range of candidates for a post we first need to judge the likely diversity make-up of the candidate target market.
Often the different strands of diversity are generally under-represented at senior management level. Consequently, pro-active steps are needed in order to ensure a significantly diverse shortlist is delivered. This predominantly includes the use of effective targeted executive search.
We work with clients that are committed to promoting a diverse and inclusive workforce.
On a vacancy-specific level we will regularly push our contacts and referrals to think of individuals from under-represented groups as part of our search strategy. We have found even this simple step helps boost the diverse response for a search.
More fundamentally, we also look at under-represented communities at a macro, national level to determine which senior individuals would be appropriate for future assignments. We maintain a carefully sourced active database of senior executives and non-executives from different under-presented groups. Included in this list are substantial numbers of people from a female, disabled or BME background already operating at senior management level.
Following a further refinement of the characteristics required for specific vacancies, we approach individuals from this database, encouraging them to apply or seeking referrals as appropriate.
Through a process of recommendation and referrals as well as publicising examples of valued advisory contributions to our clients from minority candidates, we can extract the strongest response from a diverse field of headhunted candidates.
To comply with these policies and government legislation, careful consideration is given to the media chosen for our campaigns in order that knowledge of such opportunities is not restricted unjustifiably to certain individuals or groups.
Advertisements are carefully worded to ensure that no inference may be drawn of an intention to advantage or disadvantage a certain individual or group in respect of the published opportunity in a manner that would be contrary to this policy statement.
Recruitment procedures are designed to reach eligible applicants from all sections of the community, encourage applications from suitable individuals, and ensure that the selection process is based on the skills, ability and experience of the applicant to perform the job advertised. This is measured against pre-determined objective criteria and competencies that are made available to all applicants.
Novo was asked by a national charity, which offers financial assistance to those who have fallen into hardship, to help them appoint the best possible chief executive as succession planning for the incumbent.
It was important to the charity that it was able to pick its new CEO from a range of people as diverse as its own client base. The board expressed a preference for a shortlist of the 6 strongest candidates with an equal gender split, from a range of cultural backgrounds and, preferably, belief systems.
At the beginning of the project Novo agreed a set of search parameters with the charity. Our in-house research team followed a logical process creating mini-organisation charts of every one of the organisations fitting those parameters. Direct telephone approaches to each of the people identified then began. The charity did not want the position advertised through online or printed media.
3 weeks into the research process it was apparent the talent pool identified would not offer the diverse shortlist the charity wanted. Novo advised the board that if it was serious about its need for a diverse shortlist, we would need to revisit the original search parameters.
We met with the board again and challenged them to identify the most important aspects of the role. We then worked with them to suggest new marketplaces where people may have developed these skills and experiences. This allowed Novo’s research team to explore other not for profit organisations which offered non-financial services and support as well as parts of the public sector and certain professional and governing bodies, for example.
Novo also recommended some further ideas to help broaden the search and allow us to speak with a wider group of people. For example, we advised the charity how to address some internal challenges to allow the opportunity to be advertised through proven, targeted online channels such as WISE Campaign. Targeted advertising to people already working in - or wanting to work for - not for profit organisations were targeted through Third Sector Jobs, for example. The adverts were carefully worded to ensure the text and tone would be best received by a diverse range of readers.
Other efforts to further expand our search and spread word of the opportunity included, for example, one of Novo’s directors attending a local Women into Leadership conference.
The charity wanted to be able to demonstrate its commitment to diversity through its recruitment process and asked Novo for guidance on what could be done during the selection phase. Novo offered to present the professional overviews in a standardised form removing all personal details, including name (and gender).
All interviews were pre-planned with competency questions and a standardised method for assessment of the candidates. Also, interviews were conducted by a diverse panel, which included members of the charity that were not on the board. Together, these efforts reduced the risk of bias (unconscious and otherwise) and demonstrated to the wider charity its commitment to improving diversity.
The result of the widened search and additional efforts was a shortlist of 6 excellent individuals with an equal gender split, from 3 different belief systems. This was achieved within the pre-agreed 6-week timeframe. The charity was successful in appointing its first-choice candidate; a female candidate from a non-financial support charity – a direct result of Novo’s guidance to expand the research.
Novo Executive Search ("we", "us") is committed to keeping your information secure and managing it in accordance with our legal responsibilities under privacy and data protection laws where we operate.
By visiting our Site or using any of our services, you agree to your personal information being used and disclosed in the manner set out in this Policy. We will not collect personal information from you unless you have specifically agreed to us doing so (for example through your acceptance of this Policy or via an electronic tick-box or other similar measures as required by local privacy and data protection laws).
You do not have to provide your personal information to us, but if you do not there may be limits on the services we are able to provide to you.
The personal information that we collect
The primary purpose of this Site is to provide you with information regarding the services provided by Novo Executive Search and consultants.
We explain below how we collect and store personal information about you as you use the Site.
Job Listings and Applications
We would like to retain your personal details so that we can contact you about this application, similar positions or our wider recruitment services in the future. If you do not want us to do this please contact us.
If you wish to use the Site to apply for a job, we will need to collect basic information about you, including your name, [address], [telephone number] and email address.
If you proceed with a job application, you may be required to submit additional personal information, such as your date of birth, your education and career history and a curriculum vitae, or resume.
From time to time, we may ask you to provide information relating to protected characteristics, such as your race or marital status. This information is always anonymised and aggregated.
If you would like to receive one of our newsletters, we will ask you to provide us with your name, email address, job title, company name and country of residence. Please see below in relation to marketing preferences and the sharing of this information.
How we use personal information
We use the personal information we collect from you for the following purposes:
Keeping information secure
We do not share personal data with any third parties or agencies.
We invest significant resources to protect your personal information, from loss, misuse, unauthorised access, modification or disclosure. However, no internet-based site can be 100% secure and so we cannot be held responsible for unauthorised or unintended access that is beyond our control.
Information about others
If you provide us with information about other individuals, for example details of a referee or personal contact, you must ensure that they have agreed to you providing us with their details. We would advise you to keep a record of their agreement and provide them with a copy of, or link to, this Policy to avoid any concern.
Keeping your records
We keep records for as long as required to provide the relevant service, and in accordance with legal, tax and accounting requirements. Where your information is no longer required, we will ensure it is disposed of in a secure manner and, where required by applicable law we will notify you when such information has been disposed of.
Analytics & Cookies
We use analytics tools and cookies on this Site to help deliver our online services, identify any service issues, improve our services, provide content tailored to users' personal preferences, and monitor site traffic and usage.
These tools may be provided by third-party service providers and may include the collection and tracking of certain data and information regarding the characteristics and activities of visitors to our website.
Cookies are small computer files which are downloaded onto your device and collect information about the way in which you navigate and use this Site and the internet. Cookies collect information which may allow us to identify you or your approximate location. The information provided by cookies helps us to provide you with a more personal experience, for instance by providing you with a local version of the Site in a local language, and allows us to make improvements to our services over time.
We only collect "session" cookies, which are not usually stored after your browsing session has ended. These are used to establish your approximate location and provide the Site in an appropriate language.
You may delete and block all cookies or decide to just block certain types of cookie via your browser setting. However, if you choose to block or delete cookies, this may affect the functionality of the Site.
If you have a complaint about how we have handled your personal information you may contact us using the details below and we will investigate your complaint.
Novo Executive Search, 77 Macrae Road, Eden Office Park, Bristol BS20 0DD
We keep this Policy under regular review and update it from time to time. Please review this policy periodically for changes. If you do not accept the policy, please stop using this Site.
The General Data Protection Regulation (GDPR) has meant changes for business to business (B2B) organisations to be fully compliant with the new rules by May 2018.
Opt-out rules for marketing and communications
When emailing or texting employees of corporate companies for marketing communications Novo will ensure that simple and clear opt-out instructions are provided with the message.
Novo will ensure that the communications are relevant to the products or services of the business, and that they are relevant to the recipient’s job role.
If requested, Novo will be able to demonstrate to individuals how their data is stored in an easily accessible electronic format.
Procedure for possible data breaches
We have an dedicated Information Officer, Lisa Blakemore, who will oversee and if necessary report any kind of event to the Information Commissioner’s Office.
Novo will be prepared for any possible, albeit unlikely, infiltration or data breach in order to protect the rights and freedoms of individuals.
The 6 key GDPR principles, that Novo will comply with when managing personal data are:
That information will be,
Processed lawfully, fairly, and in a transparent manner relating to individuals.
As executive search consultants, we look to continually strengthen our relationships with our clients and serve them on an on-going and long-lasting basis.
We know that during an executive recruitment project we have a high degree of access and knowledge of company information, its plans and professionals, especially regarding the position for which we are recruiting.
Therefore, Novo does not include executives from active clients in other executive recruitment projects, except when expressly authorized by the client. Also, candidates recruited by Novo and hired by an active client are considered off limits by our company.
The Off Limits policy described above, for reasons of candidate confidentiality, cannot be applied to candidates that may have already been included in a recruiting process at Novo prior to Novo being retained by the client.