Korn Ferry Integrated Talent Solutions

Our integrated talent solutions
Spark potential.
Ignite greatness.

Table of contents
Introduction...................................................................................................................................4
Overview............................................................................................................................................ 6
Design.................................................................................................................................................... 8
Talent Strategy and Organizational Alignment..........................................................8
Build.......................................................................................................................................................12
Board and CEO Services.................................................................................................................................... 12
Succession Management...................................................................................................................................14
Leadership Development..................................................................................................................................16
Workforce Performance, Inclusion and Diversity.............................................. 24
Attract............................................................................................................................................... 26
Board, CEO and Executive Recruitment............................................................................ 26
Professional Recruitment................................................................................................................................ 28
Recruitment Process Outsourcing.................................................................................................30
Onboarding................................................................................................................................................................................ 32
Employer Brands and Talent Communications......................................................34
Index.................................................................................................................................................... 36
3

DESIGNIntroduction
The 21st
century business world is bursting with opportunities.
But also with new rules, risks, and challenges. Whatever questions
need to be tackled, Korn Ferry believes only one answer can be
counted on to deliver results: Talent.
It starts with leadership. To stay at the forefront of a world defined
by ambiguity and change, business leaders will need to inspire
and nurture their talent like never before. They will also need a
workforce at every level of the organization capable of adapting
to strategies that can shift overnight.
So the answers provided by Korn Ferry are more relevant and
more vital than ever before. Since our inception, clients have
trusted us to help recruit world-class talent. Today, we are also the
single source for leadership and talent consulting services, with
the tools, research, and insight to design, build, and attract talent.
What do we mean when we say design, build, attract?
• When we design, we are crafting a unique talent strategy
that will fuel our client’s business strategy.
• When we build, we are creating cultures of innovation,
organizational agility and high performance.
• When we attract, we are fulfilling our legacy and activating
the organization’s through the recruitment of top external
talent across all levels.
4

Managing talent is no longer an episodic exercise. Leading companies are
taking a holistic view, from building their employer brand, to attracting
new people, to developing their best people, to crafting succession
strategies. Korn Ferry can deliver all this and more through a consistent
methodology, IP framework, and global team of experts.
This guide provides the definitive list of Korn Ferry’s integrated talent
solutions. It includes information on what each of them does and how
we can use them to meet your organization’s unique needs.
Be it recruitment, development programs, enterprise learning or
succession planning, our solutions bring literal new life to organizations.
It’s the spark to fuel growth and dynamism, momentum, and achievement.
Connecting our solutions to client needs:
DESIGN BUILD ATTRACT
© Talent Strategy and
Organizational Alignment
©
Board and CEO Services
© Leadership Development
© Succession Management
©
Workforce Performance,
Inclusion and Diversity
© Board, CEO and Executive Recruitment
©
Professional Recruitment
© Recruitment Process Outsourcing
©
Onboarding
©
Employer Brands and
Talent Communications
5

DESIGNOverview
Design solutions
Talent Strategy and Organizational Alignment: We help
organizations to understand the unique implications of their
business strategy on talent, and to align their talent processes
and capabilities with their strategy.
Build solutions
Board and CEO Services: We help boards maximize their
effectiveness by addressing the drivers affecting performance
and securing strategic alignment. We also specialize in CEO and
top team succession.
Succession Management: We help organizations ensure that the
right leaders are ready when and where they are needed, now
and in the future.
Leadership Development: We help build leaders who can
solve the business challenges of today and create and execute
successful strategies for the future.
Workforce Performance, Inclusion and Diversity: We help
organizations build and leverage a diverse workforce and
create the environment, culture and practices to unleash every
individual’s potential.
6

Attract solutions
Board, CEO and Executive Recruitment: We integrate scientific research
with our practical experience and industry specific expertise to identify
and recruit board directors, CEOs, and senior level executives at the top
of organizations across all sectors and functions.
Professional Recruitment: We help organizations identify and secure the
best possible professional level talent.
Recruitment Process Outsourcing: We help organizations attract better
people while simultaneously reducing cost and time to hire.
Onboarding: We help organizations accelerate new executives’ time-to-
contribution by providing practical guidance on integrating into the new
culture and key stakeholder management, as well as collaborating to
define 100 day plans.
Employer Brands and Talent Communications: We help companies create
a compelling employer brand experience by defining their Employer Value
Proposition (EVP) and create the messaging and tools that deliver a
consistent brand experience across the employee lifecycle.
7

TalentStrategyandOrganizationalAlignment
Context:
• Seven out of ten major transformations fail to achieve their
stated goals and deliver planned benefits
• In more than 50% of cases, M&A destroys shareholder value,
while in 33% of cases, value does not change
• Organizations that are highly effective at integrating
performance management and learning and development
(L&D) are three times as likely to have strong employee results
What we do:
Our talent strategy and organizational alignment work is focused
on four areas:
1. Creating a talent strategy. We help organizations create a
talent strategy aligned with their business strategy to accelerate
outcomes. As part of this process, we refine talent priorities,
sequence them, and set realistic execution expectations.
2. Defining the leadership competencies needed to realize the
business strategy. We help our clients define and implement
competencies and “success profiles” they need to win in the
market.
“Organizations are better positioned to achieve their business
strategies when they consider three transformation pillars:
people, cultural, and structural impacts of major changes.”
(Korn Ferry 2012)
Activating business strategy
through talent strategy.
DESIGN
8

3. Aligning talent processes. We help organizations link their talent
processes (e.g., talent acquisition, development, succession) with
their strategy and with one another.
4. Enhancing the HR function. We help organizations understand the
performance of their HR function, and then design and implement
improvement actions. These could include organization redesign,
training, functional competencies, change management, team building,
and individual assessment and development.
Methods: Data collection and analysis using workshops, as well as
proprietary surveys, models, and tools.
Services: Talent Strategy Workshop, Competency Modeling Consulting,
Talent Analytics, Organization Alignment
Products: Korn Ferry Leadership Architect™, Competency Profile
Manager, viaEDGE™ for Learning Agility, Cultural Alignment Architect
Why you might need us:
• Your organization isn’t able to execute on its strategy
• Your organization doesn’t have the number and type of people it
needs, where and when it needs them
• The board is questioning whether the organization will be able to
achieve its goals
• Your talent processes are disconnected, use different languages, and
confuse managers and employees
• Senior leaders don’t view the talent processes as adding value or
solving their problems
• HR doesn’t have a clear set of priorities
9

TalentStrategyandOrganizationalAlignmentDESIGN
How our solution helps:
• We help executives understand how to maximize strategic
execution through people
• We help organizations understand the competencies and
roles that are critical to their success
• We make sure that your talent processes support the
achievement of your business needs
• We enhance talent processes
• We improve the functioning and stature of the HR function
• We provide a talent road map that helps decision making
and risk mitigation
10

Discussion points:
• What are your key strategic goals?
• What kind of people do you need to achieve those goals?
• How is your talent strategy set up to deliver success against
those goals?
• Describe how your talent strategy is aligned to your business
strategy—what are the strengths and gaps within your approach
to human capital?
11

BoardandCEOServices
What we do:
Through our One Korn Ferry approach, we work with boards,
CEOs, and executive teams to address the personal, strategic,
and organizational factors affecting executive team dynamics and
performance. We work with these teams to ensure the conditions, skills,
and processes are in place for the senior teams and boards to perform.
Our areas of focus:
• CEO and top team succession
• Alignment of boards and top teams to their strategy
• Structure, composition, and governance for boards
• Collaboration, team dynamics, and cultural change
Methods: Interviews, observations, surveys, workshops, three-day in-
residence programs, best practice and research based insights.
Services: Board, CEO and Top Team Effectiveness, CEO and Top Team
Succession, Strategic Intent and Alignment, Structure, Composition
and Governance, Collaboration, Team Culture and Dynamics
Products: Board and CEO Services Team Architect®, Strategic
Effectiveness Architect®, FYI For Strategic Effectiveness™
Your board has:
• Role ambiguity among its members
• Lack of clarity on and alignment with the strategy
• Challenges stemming from increased corporate governance regulation
Your top teams have:
• Poor dynamics, misaligned priorities, and “bad actors”
• Team integration challenges after restructuring
BUILD
Maximizing CEO and top team
effectiveness.
12

• We help boards improve decision making, manage risk, and establish
independent oversight of company results by focusing on the behavioral
aspects of boardroom performance
• We help CEOs and their teams thrive by using expertise and insights
from more than forty years of experience to address the strategic,
personal, and organizational factors affecting team dynamics
• We help our clients generate a pipeline of internal and external talent
and we provide the framework and processes that ensure rigor,
alignment, and accountability for succession
Discussion points for board effectiveness:
• How do you ensure the board has the right mix of directors with diverse
experiences and skills to govern effectively?
• How does the board align itself with senior management? How effective is
this process?
• How does the board align itself with your organization’s key strategic goals?
• How do you see the board’s role, composition, and responsibilities shifting
in the next three to five years?
Discussion points for top team effectiveness:
• How would you describe the dynamics within your leadership team?
What are your team’s strengths and weaknesses?
• How aligned is your leadership team with your strategy?
• How effective is your succession program for senior leadership?
13

BUILDSuccessionManagement
What we do:
We help clients optimize the deployment of their leaders at all
levels. We bring objective, evidence based management practices
to the succession planning process to identify pivotal roles,
build success profiles, and increase readiness through a better
understanding of the internal and external talent pipeline.
Methods: Assessments, workshops, surveys, simulations, and one-
to-one interventions.
Services: Succession Management Consulting, Facilitated Talent
Evaluation, Validation, Development, and Review, Simulation-based
Suite of Readiness Assessments
Products: Succession Architect®, Learning Agility Architect™,
viaEDGE™ for Learning Agility, Learning From Experience™,
Korn Ferry Assessment of Leadership Potential
• You do not have identified and qualified successors for key roles
• There is a lack of confidence in the succession pipeline
• You do not have identified succession candidates for key roles
• There is attrition due to lack of formality and visibility of the
succession process
• People are failing to perform after promotion
“Fifty percent of organizations with annual revenues of $500
million or more report having ‘no meaningful succession plans.’”
(Korn Ferry 2011)
Finding and preparing the
next generation of leaders.
14

By introducing a disciplined approach to leadership succession
management, we help clients mitigate risks to shareholder value
and improve their companies’ prospects for long-term growth.
Specifically, our approach offers:
• Ongoing readiness for succession
• A clear, complete view of the internal and external pipeline
• Internal candidates who rapidly develop the skills needed to
provide global leadership
• High potential leaders who are more engaged and foster a culture
of innovation and development
• A board aligned on company direction and the type of leaders
needed in the short and long term
Discussion points:
• Do you have a comprehensive plan to develop and promote your
rising stars and address leadership succession? What are the
capabilities that future leaders identified in your succession plan
will need to step into their new roles?
• What do you do to make sure people succeed through the
transition into new roles?
• What is your process for building your talent bench?
• Are your talent reviews giving you accurate and actionable insights
into your talent?
15

BUILDLeadershipDevelopment:Coaching
Context:
• It takes a new manager at least six months to reach the
breakeven point even in an organization in which he or she is
a good fit and has a good chance of success. Coaching rapidly
accelerates assimilation, cultural understanding, and strategic
alignment
• In a recent study, only 36% of employees rated their companies’
leadership as good or excellent, down 50% from five years ago
What we do:
We work one-on-one with leaders to expand self-awareness,
improve leadership effectiveness, and prepare for future critical
roles in the organization.
Methods: One-on-one executive coaching and building coaching
ecosystems within client organizations.
Services: Executive Development for individuals, teams, and
groups, High-Potential and Pivotal Leader Development, Enterprise
Leadership Development, Executive Coaching
Products: Korn Ferry Leadership Architect™, Learning Agility
Architect™, viaEDGE™ for Learning Agility, FYI For Your
Improvement™, VOICES®
“Executive coaching works. Coaching leads to a moderate-to-large
amount of change in executives’ skills and/or performance.”
(Korn Ferry 2009)
Building the business while
building the bench.
16

• Behavioral issues are affecting an executive’s performance
• There is a lack of executive readiness to take on new roles or challenges
• There is a disconnect between organizational values or culture and
executive behavior
• At the individual level, we develop executives to be more effective in
their current roles, accelerate their readiness toward next roles, or speed
up their assimilation and performance in new roles
• We build coaching ecosystems by embedding coaching skills, tools, and
culture within a client organization through our workshops, online tools,
and development programs
Discussion points:
• How are your leaders being prepared for bigger roles in the future?
• Are your leaders growing in ways that support both the company
objectives and their personal development?
• How are you creating on-the-job development and accelerating
readiness to lead?
• What mechanisms do you have in place to support leaders through
transitions?
17

BUILD
Context:
• Only 14% of Fortune 500 CEOs believe that their organizations
do an effective job of implementing strategy
• According to a leading hedge fund manager, up to 50% of
investors’ decisions are based on the quality and integrity of the
senior leadership team
• 46% of organizations do not measure or gauge the impact of
their leadership programs, while an additional 21% only rarely
measure outcomes and impact
What we do:
We help organizations drive business performance by developing
a bench of strategically ready leaders who are engaged and
motivated to activate the organization’s strategy and overcome
critical business challenges.
Methods: Blended individual and group learning programs that
include assessment, coaching, self-paced learning, action learning,
team based learning, guided reflection, instructor led sessions,
simulations, experiential learning, leaders as teachers, contextual
case studies, capstone sessions, e-learning.
groups, High-Potential and Pivotal Leader Development,
Enterprise Leadership Development, Executive Coaching,
LeadershipDevelopment:
ExecutiveDevelopment
18

You have:
• A new organizational or business unit strategy that requires a large
organizational shift
• A disconnect between organizational strategy and operational execution
• A disengaged leadership team and/or a culture that lacks meaning and
purpose
• A need for alignment of senior leaders and key contributors around a
shared vision for the future
• Not a deep enough bench of leaders with future-focused capabilities
• Disjointed executive development programs (i.e., business schools, guest
speakers, executive education programs) that don’t hold together or
create new value for the organization
We help our clients bridge the gap between strategy and execution by
focusing on three major concepts:
• Context Is King – creating a real and relevant platform for learning that is
focused on their culture, customers, markets, competitors, and strategy.
Real work is performed as leaders develop for the future
• Focus on What You Need to Do and Be – helping leaders get beyond
skills to address the core of their authentic leadership, their point of view,
and who they are as people
• Make it a Journey – integrating diverse learning strategies to create a
seamless and compelling learning journey for each participant
Discussion points:
• What are the ways in which your organization develops its leaders?
• Are your current leadership development activities producing tangible
organizational and personal outcomes?
19

BUILD
Context:
• 71% of executives see high potential development as a core
talent priority
• 76% of senior executives believe their organizations need to
develop global leadership capabilities, but only 7% think they
are currently doing so very effectively
What we do:
We provide learning and development solutions for leaders.
Our goal is to help clients align and integrate their high potential
and succession management programs, and gain maximum
impact in closing leadership gaps.
Methods:
• TalentSync: Our overarching framework for identifying,
developing, accelerating, and energizing high potential leaders
• Challenge-based development: Emphasis on engaging,
relevant, and meaningful development experiences built around
real world challenges that touch both the head and the heart
• Trusted content and POVs: Deep insight on what is most
important to focus on at each leadership transition
Enterprise Leadership Development, Executive Coaching,
HighPotentialandPivotalLeaderDevelopment
20

• You are at risk of having a weak internal leadership pipeline
• There is a disconnect between in-house development capability
and business needs (present or future)
• Your organization’s culture is failing to produce and/or recognize
future leaders
• You are unable to match talent development programs with a
rapidly shifting business strategy (e.g., emerging markets)
• Leadership development within your organization doesn’t result
in getting the right talent at the right time
We help clients grow more engaged leaders, a stronger leadership
pipeline, and a learning agile culture enterprise-wide. We do this by
focusing the discussion in four areas:
1. High potential development
2. Expedited leadership development
3. Accelerated technical leadership
4. Culture and organizational change
Discussion points:
• How do you ensure that you have the right talent ready when the
organization needs it?
• Which elements of your leadership development process support
the growth plans and volatility of your business?
• How does your development program address tomorrow’s
challenges as well as today’s?
21

BUILD
Context:
• “High performance learning organizations” have 40% better
revenue growth and nearly twice the profits of their peers
• We all love to play games — “gamification” will be used in 25%
of redesigned business processes by 2015, with Learning and
Development a key area
What we do:
We help clients develop the next generation of leaders at all levels
of the organization.
Methods: We provide published and custom learning programs
across a range of online and traditional learning platforms to
drive measureable behavior change in organizations. Our blended
learning programs integrate instructor led training and practical,
on-the-job application tools with online courses, coaching videos,
and interactive simulations. We also provide print materials and
licensing of development content linked to competencies.
Enterprise Leadership Development, Executive Coaching
Improvement™, VOICES®, Forte
EnterpriseLeadershipDevelopment
22

• You need to enhance workforce productivity in a cost effective way
• You need to increase workforce performance at scale, with speed
• You want to measure the ROI in workforce development efforts
• To improve employee engagement and retention
• Our online and blended learning programs offer leaders a highly
engaging development experience. We use storytelling and
behavior modeling, role play activities, video based simulations,
expert content, and award winning instructional design
• Our unique approach actively engages learners and provides
practical tools and models that they can use back on the job,
leading to real behavior change
Discussion points:
• How are you measuring the ROI of your training programs and
initiatives?
• How does your organization develop its people to engage and
align them with your strategy?
• Who are your key audiences for training, and how do they respond
to the learning experiences you offer?
• How do you cater to divergent learning and behavioral styles in
different generations of your workforce?
• How do you split your training investment between classroom and
real world experiences?
23

BUILDWorkforcePerformance,InclusionandDiversity
Context:
• Organizations with highly effective development plans have twice
the median revenue per employee
• Examined during a ten-year period, the 2007 DiversityInc Top 50
Companies for Diversity Index outperformed the Nasdaq by 28%,
the Standard & Poor’s 500 by 25%, and the Dow Jones Industrial
Average by 22%
What we do:
We help organizations realize the full potential of their workforce by
creating an inclusive environment that optimizes the effectiveness
of underrepresented populations, individual and organizational
performance, and engagement.
Methods: Assessments and surveys, consulting processes, instructor
led, virtual, and online programs, coaching services, design and
delivery of performance support tools.
Services: Organization Needs Assessment and Culture
Consulting, Diversity and Inclusion Suite, Development Planning
and Engagement, Selection and Onboarding, High-Impact
Communications Suite
Products: Korn Ferry Leadership Architect™, Four Stages™
Assessments, Diversity and Inclusion Survey™, TalentView® of
Leadership Performance, Interview Architect®
• There is a lack of diversity in the current workforce
“Career development is a key engagement driver for all employees.”
(Korn Ferry 2013)
Doing more with more.
24

• Your workforce is unable to adapt to shifting priorities and
organizational structures
• You have workforce capacity and capability constraints
We help clients create a diverse workforce with the supporting systems
and culture of inclusion necessary to compete in the new global economy.
We do this by focusing on six key areas:
1. Career/professional development driving higher levels of contribution
2. Differentiated development for target underrepresented populations
3. Development of inclusive organizational cultures that leverage the full
value of diversity
4. Cultural agility enabling greater collaboration and performance
5. Enhanced communications skills
6. Providing a shared language, ownership and accountability for
leveraging diversity and developing the entire workforce
These solutions provide ROI in five key areas:
1. Innovation
2. Performance optimization
3. Market growth and customer satisfaction
4. Talent attraction and retention
5. Corporate reputation and brand value
Discussion points:
• How are your leaders being prepared for bigger roles in the future?
• Are your leaders growing in ways that support both the company
objectives and their personal development?
• How are you creating on-the-job development and accelerating
readiness to lead?
25

Board,CEOandExecutiveRecruitment
Context:
• Though varying depending on several factors at any given
point in time, our research shows that on average, 57% of
executives would entertain external career path discussions
(Korn Ferry 2012)
• Companies adept at recruiting enjoy three and a half times
the revenue growth and twice the profit margin of their less
capable peers
What we do:
We integrate scientific research with our practical experience
and industry specific expertise to identify and recruit board
directors, CEOs, and senior level executives at the top of
organizations across all sectors and functions.
Methods: Single search assignments, market mapping, team
hires, multi-search assignments.
Services: Board Recruitment, CEO Recruitment, Executive
Recruitment
Products: Interview Architect® Express, Interviewing Right,
Korn Ferry Advantage, SkilAnalyzer®, TalentSelection,
Learning from Experience™
• You have a lack of internal talent to fill senior positions
• HR capacity and time constraints are restricting your ability
to recruit
ATTRACT
Finding top performers for the
top team.
26

• Circumstances require third party involvement to ensure
transparency and eliminate potential conflicts of interest
• A shift in strategic focus is having profound talent implications
• Your organization is expanding into new markets or geographies
or undergoing a similar operational shift
• Our recruitment solution can help to quickly clarify talent
requirements, map the external market, provide benchmarking
of internal talent, and effectively onboard new executives
• Our approach of combining industry expertise and intellectual
property developed over forty years is unique
Discussion points:
• How well positioned is the senior management team to achieve
your strategic goals for the organization?
• Do you know the best talent in your industry and how are you
keeping a pulse on top performers?
• What resources are available internally to focus on your key
recruitment needs for senior executives?
• How have you identified individuals at the next level who are
ready to step up into your senior management roles?
• What functional areas are you focused on developing in the
near term to help achieve your business goals?
27

ATTRACTProfessionalRecruitment
Context:
• 64% of survey respondents believe middle managers are more
critical to the engagement of team members than top managers
• Companies adept at recruiting enjoy three and a half times
the revenue growth and twice the profit margin of their less
capable peers
What we do:
We use technology solutions combined with industry specific
expertise to identify and recruit talent. We work at the experienced
professional level within organizations and complete individual key
appointments and team hires.
Methods: Single search assignments, market mapping, team hires,
multi-search assignments.
Services: Single-Search Assignments, Multi-Search Assignments
Products: Interview Architect® Express, Interviewing Right,
Korn Ferry Advantage, SkilAnalyzer®, TalentSelectionCore,
Learning from Experience™
• You have a lack of internal talent to fill mid level positions
• You have talent acquisition budget restrictions
• HR capacity and time constraints are restricting your ability
to recruit
Finding the right talent for every
level of the business.
28

• Circumstances require third party involvement to ensure
transparency and eliminate potential conflicts of interest
• A shift in strategic focus is having profound talent implications
• Your organization is expanding into new markets or geographies
or undergoing a similar operational shift
• Our recruitment solution can help to quickly clarify talent
requirements, map the external market, provide benchmarking of
internal talent, and effectively onboard new executives
• Our approach of combining industry expertise and intellectual
property developed over forty years is unique
Discussion points:
• How well positioned is your current employee base to achieve
your strategic goals for the organization?
• What resources are available internally to focus on your key
recruitment needs for management positions?
• How have you identified individuals at the next level who are
ready to step up into your management roles?
• Which functional areas are you focused on developing in the
near term to help achieve your business goals?
29

ATTRACTRecruitmentProcessOutsourcing
Context:
• 53% of organizations are currently investing or planning to invest
in RPO over the next twelve months (Aberdeen Group 2012)
What we do:
We provide local, regional, and global outsourcing recruitment
services that offer flexible, scalable access to expertise through a
combination of on-site and off-site resources.
Methods: End-to-end recruitment services including technology
assessments, sourcing strategies, risk assessments, hiring plans,
talent communities, and brand audits. Custom solutions for change
management, vendor management, governance, and metrics and
measurement.
Services: Korn Ferry Four Dimensions of Leadership and Talent
Assessments, Talent Acquisition Advisory Services, Recruitment
Technology Services
Products: Foresight
• Your organization is over-reliant on high cost agencies
• Your recruitment processes are inconsistent
• You take too much time to hire
• You are experiencing poor quality of candidates
• You have hard-to-fill niche talent positions
• You are unhappy with your selection processes
• Your organization does not have the right technology or the
Making recruitment customizable,
flexible and measurable.
30

technology is not optimized
• You have volume management issues
• Your employer brand is not optimized
• You have a lack of metrics and decision support for recruitment
• Flexibility and scalability
• Continuous improvement of the recruitment function based on
best practice
• Professionalization of the recruitment function with accompanying
change management
• Increased recruitment efficiency, quality and transparency
• Cost saving and control
Discussion points:
• How do you ensure full visibility of the cost and quality of your
recruitment practices?
• Is hiring talent at the professional level a pain point in your
organization? Are you able to hire the right people fast enough to
meet your organization’s need?
• How do fluctuating demands in volume across geographies or skill
sets affect your hiring process?
• How do you manage your hires (in-house recruitment function vs.
third party supplier)?
• What type of profiles are you recruiting (e.g., level of expertise,
geographic reach)?
31

ATTRACTOnboarding
Context:
• Every year, 15-20% of all organizations have a newly appointed
CEO. Twenty-eight percent of executives decide whether they are
going to stay or leave their job in the first week (Korn Ferry 2013)
• It takes 6.2 months for a new executive to reach the breakeven
point (Korn Ferry 2013)
What we do:
We work with clients to help them accelerate a new executive’s
time-to-contribution by providing practical guidance on integrating
into the new culture and key stakeholder management, as well
as collaborating to define 100 day plans based on best practice,
specific client knowledge, and our deep industry experience.
Services: Executive Onboarding, Transition and Development
Coaching, Team and Diversity Onboarding
Products: Fast Start 100™, SuccessPath™
• You have poor retention of recently hired executives
• You need to have new leadership operational quickly in
challenging markets
• You have vacant positions in business critical roles
• There is a long default lead time to effective, value adding
contribution
Speeding the path to high
performance.
32

• Helping new hires and promoted employees to quickly get up to
speed in new roles
• Ensuring new hires “stick,” assimilate, and integrate into enterprise
culture
• Minimizing the risk or premature departure from role/protecting the
investment in external talent acquisition
Discussion points:
• How do you minimize the risk of bringing in new executives to your
organization?
• How are you innovatively using technology to assist with onboarding?
• Are you able to offer onboarding customized by role, level, and
geography?
33

ATTRACTEmployerBrandsandTalentCommunications
Context:
• Employer branding is one of the top five organizational
objectives in 45% of companies
• Three-fourths of companies cite employer branding as the
leading social media opportunity
• 35% of executives state that investment in employer branding
contributes to a reduction in employee turnover
What we do:
We help clients create a compelling employer brand experience.
We use the latest research techniques to identify each client’s
unique Employer Value Proposition (EVP) and then bring it to life
across the full range of traditional and digital media.
Services: Employer Branding, EVP Development, Recruitment
Advertising and Communications, Social Media, Talent Communities
Your organization has:
• An overreliance on expensive and reactive agency recruitment
• Weak, inconsistent, or undifferentiated talent messaging
• Low awareness or poor reputation among key target audiences
• Underdeveloped or underperforming presence in new talent
channels (e.g., social media)
Bringing your talent proposition
to life.
34

• Robust EVPs and powerful employer brands add significant value across all
areas of recruitment, engagement, and retention
• Our services make sure your brand is front of mind for the top talent in your
target markets
• By better aligning HR and marketing activities, we can ensure the employer
brand complements the consumer and corporate brands
• Our innovative talent communities allow clients to keep high potential
candidates “warm” and engaged, even when no immediate vacancies exist
Discussion points:
• What is your employer brand? How is it communicated to colleagues and
potential new hires?
• How do you assess whether your company is recognized as an employer of
choice?
• What is your defined Employer Value Proposition?
• How is your EVP communicated consistently, both internally and externally?
• How does your employer brand compare to your competitors’ employer
brands?
• Which skill sets, demographics, or geographies present your greatest hiring
challenges?
• What are you doing in social media to attract the talent you need today and
in the future?
• What do your own employees say about working for you? Are they your
advocates?
35

DESIGNIntegratedTalentSolutionsIndex
Design
Talent Strategy and Organizational Alignment
• Competency Modeling
- Korn Ferry Leadership Architect
• Competency Profile Manager™ Online
• Cultural Alignment Architect®
• FYI™ for Talent Engagement
• HR Strategy and Development
• Performance Management Architect®
• Performance Management Consulting
• Strategic Competency/Performance Modeling
• Strategic Effectiveness Architect®
• Strategic Performance Modeling®
• Talent Engagement Architect™
Build
Board and CEO Services
• CEO Succession
• FYI™ for Talent Management
• Team Architect® Suite
• Team Check™
36

• Cohort and Team Coaching
• Communication Coaching
• Cultural Competency in Healthcare™
• Development Books
• Effective Communicating
• Efficacy Suite
• Enterprise Leadership Coaching
• Executive Coaching Network
• Executive to Leader Institute®/
Chief Executive Institute®
• Firefighter’s Challenge
• FYI™ For Insight
• FYI™ For Your Improvement
• High Potential and Pivotal Leader
Programs
• Instructional Design
• Just Enough Project Management™
• Korn Ferry Navigator™
• Leader as Coach
• Leader as Coach Advanced
Challenges
• LeaderCatalyst®
• Leadership Development and
Competency Coaching
• Leadership Development Series
• Leadership Development Services
and Facilitation
Succession Management
• Action Learning
• Active Leader
• Chief Executive Institute®
• Executive to Leader Institute®
• Leader Succession®
• Succession Architect®
• TalentSync
• TalentView of Transitions
• ViaEDGE™
Leadership Development
• Action Learning
• Active Leader for Insight Plus
• Advancing Women Worldwide
• Becoming an Agile Leader
• Business Unit Leader Coaching
• Career Architect® Development
Planner
• Career Architect® Express Series
• Challenge Learning
• Coachability Index®
• Coaching Expatriate Leaders
• Coaching for Teams
• Coaching High Potential Leaders
• Coaching Women Executives
37

• Leader Succession®
• Learning Agility Architect® Suite
• Mastering English Pronunciation
• Paths to Improvement
• Project Management
• Reinforcement Coaching
• Senior Executive Coaching
• Succession Architect®
• Systemic Coaching
• TalentDevelopment®
• TalentSync™
• Talking Development™
• Targeted Coaching
• Targeted Development Programs
• The Leadership Machine
• The Power of Choice: Embracing
Efficacy to Drive Your Career
• The Power of Inclusion: Unlock
the Potential and Productivity of
Your Workforce
• Transitions Coaching
Workforce Performance, Inclusion and Diversity
• Appreciating Differences®
• Beyond Affinity
• Breakthrough Inclusion
38

• Building Trusting Relationships™
• Collaborating Across Generations™
• CulturalDexterity
• Dialogue on Diversity®
• Efficacy
• eGrid™ Tool
• Forte
• Inclusive Recruiting and Hiring
• Instant Advice®
• Leadership Development Series™
• Leveraging Diverse Thinking Styles
• Making Inclusive Hiring Decisions
• Managing Inclusion™
• Online Courses
• TalentDevelopment®
• Vectors™
Professional Recruitment
• Interview Architect® Express
• Interviewing Right
• Korn Ferry Advantage
• Search AssessmentSM
• SkilAnalyzer®
• TalentSelection®
Onboarding
• Executive Onboarding
• Fast Start 100™
• SuccessPath™
Recruitment Process Outsourcing
• Employer Branding
• RPO with Impact
Employer Brands and
Talent Communications
• Employer Value
Proposition Development
• Recruitment Advertising
and Communications
• Social Media
• Talent Communities
Attract
Board, CEO and Executive Recruitment
• BoardwalkSM
• Interview Architect® Express
• Interviewing Right
• Korn Ferry Advantage
• Search AssessmentSM
• SkilAnalyzer®
• TalentSelection®
39

Assessment
• Assessment Centers
• Assessment Tools
- Career Orientations Assessment
- Change Agent Profile
- Coachability Index®
- Coaching Effectiveness Survey™
- Confidence Indicator
- Decision Styles
- eTeam™ Online Survey
- Four Stages Self-Assessment
- GreatLeaderGPS™
- H3TM Leadership Assessment
- Learning From Experience™
- Survey of Influence Effectiveness™
• Interviewing Guide
- TalentView® of Leadership Transitions
- Verbal 360°
- viaEDGE™
• Specialized Assessments
- Board and C-Suite
- Business Unit Leader
- CEO Succession
- High Potential and Pivotal Leader
- Mid Level Leaders
40

- Performance and Potential Assessments
- Readiness and Development Assessments
- Selection Assessments
- Senior Executive
- Simulation Based Assessments
- Talent Assessments for Government
• Multi-Rater Assessments
- Choices™
- ProSpective
- Talent View of Leadership Performance
- The Inclusion Indicator™
- Voices®
41

Korn Ferry Integrated Talent Solutions

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