A short preview on my work as a HR Mnager.

1. NEWSLETTER,
SEPTEMBER
2012
Read
About
HR
Manager
of
the
month
-­‐
Bianca
Potyesz
IESF
Global
Mee>ng
-­‐
Milan
Kilpatrick
Romania
Summer
Teambuilding
Recrui>ng
in
Russia

2. A
young,
cheerful,
idealis>c
and
op>mis>c
person!
Since
gradua>ng
from
the
Faculty
of
Psychology
in
2001,
life
has
had
a
lot
of
pleasant
surprises
in
store
for
her.
She
has
had
a
straighLorward
professional
track,
filled
with
professional
achievements
and
her
moPo
in
life
is
“Carpe
diem!”.
ATer
having
turned
down
a
posi>on
of
University
teacher,
Bianca
began
by
working
in
an
extremely
sensi>ve
and
unique
environment,
that
would
test
anyones
emo>ons
–
the
former
Centre
for
Foster
Care
in
Timisoara.
There
she
first
worked
as
a
psychologist
and
then
as
a
coordinator
for
Phare
projects.
Her
human
resources
career
began
in
2006
when
she
was
offered
the
opportunity
to
work
in
a
large
organiza>on,
with
over
100
employees
where
she
could
apply
her
organiza>onal
psychology
and
HR
processes
knowledge.
It
was
her
launching
path
to
a
new
world,
the
world
of
human
resources.
Since
then
she
has
worked
with
different
organiza>ons
which
had
up
to
300
employees,
in
different
industries
and
has
faced
all
the
challenges
this
entails.
People
around
her
say
that
Bianca
is
a
young
and
enthusias>c
manager,
with
a
lot
of
posi>ve
energy,
who
always
manages
to
find
a
balance
in
her
rela>onship
with
employees
so
that
it
becomes
a
win-­‐win
situa>on
for
everyone.
She
is
crea>ve,
she
puts
a
lot
of
passion
into
the
work
she
does,
which
is
highlighted
by
the
results
that
she
obtains.
Her
training
as
a
psychologist,
and
in
the
near
future,
as
a
psychotherapist,
is
a
definite
advantage
in
the
way
she
relates
to
people.
She
has
good
communica>on
and
nego>a>on
skills,
and
she
is
a
born
leader
who
can
take
an
en>re
organiza>on
to
the
point
where
she
wants
it
to
be!
Currently
she
is
the
HR
Manager
of
Life
Care
Corp
in
Timişoara,
the
brand
name
for
BIO
in
Romania.
The
company
sells
cosme>cs,
therapeu>c
products,
food
supplements
and
cleaning
products,
all
being
organic
products,
or
are
made
with
natural
ingredients.
The
dream
and
mission
of
Life
Care
is
to
create
the
largest
interna>onal
organiza>on
where
anyone
can
be
healthy,
prosperous
and
have
the
sa>sfac>on
that
they
have
contributed
to
a
bePer
life
for
the
people
around
them
at
the
same
>me!
Bianca
genuinely
believes
in
the
dream
and
mission
of
this
company,
which
is
what
made
her
accept
their
proposal
for
collabora>on
in
2010.
The
values
which
guide
Bianca
in
her
professional
(and
personal)
life
are
self-­‐respect
and
respect
for
the
people
around
her,
along
with
her
passion
for
what
she
does
every
day!
“Kilpatrick
is
a
reliable
partner
for
any
HR
manager.
They
are
a
company
of
professionals,
they
deliver
what
they
promise
within
the
appointed
deadlines,
you
can
develop
a
rela?onship
with
them
which
goes
beyond
business
and
this
does
not
affect
the
quality
of
their
contracts!
They
have
always
been
there
for
me
from
the
moment
I
first
met
them!
They
deliver
professionalism
above
all
else!”
HR
Manager
of
the
month
Bianca
Potyesz
Business
experience:
• 2
years
in
HR
Management
i n
t r a d i n g
automo>ve
p a r t s
a n d
accessories
• 2
years
in
HR
Management
in
IT
industry
(customer-­‐
o r i e n t e d
soTware).
• Present
HR
Management
in
Retail
industry
Field
of
experCse:
• Recruitment
and
selec>on
• HR
processes
design
• Training
design
and
delivery
• People
and
Organisa>onal
Development
• Organisa>onal
and
Clinical
Psichology
• HR
strategy

3. IESF
Global
Meeting
Milan
2012
Kilpatrick
Executive
Search
is
the
exclusive
member
of
the
International
Executive
Search
Federation
(IESF)
in
Italy,
The
Netherlands,
UK
and
Romania.
Kilpatrick
has
been
the
Federation’s
member
since
its
begging
in
2002.
Since
then,
the
IESF
became
the
largest
international
executive
search
federation
of
its
kind
(Search
Consult
2007)
and
Jacob
Hoekstra,
the
Managing
Director
of
Kilpatrick,
the
Joint
President
of
IESF.
This
year
IESF
celebrates
its
10th
Anniversary,
a
special
occasion
for
all
IESF
Partners
around
the
world.
For
this
reason
a
special
event
has
been
organized
in
Milan,
Italy.
Alongside
IESF’s
anniversary
Annual
Global
Meeting,
Partners
and
Clients
will
join
in
exclusive
client
event.
The
client
event
has
been
organized
by
IESF’s
Partner
in
Italy,
Kilpatrick,
and
is
aiming
to
bring
together
international
clients
and
experienced
executive
search
recruiters.
The
event’s
theme
will
be
“Think
Digital
-­‐
Act
Analog”.
The
event’s
key
speakers
are
Lorenzo
Montagna
(CEO
of
Yahoo@
Italy),
Jacob
Hoekstra
(JP
of
IESF),
Marco
Galbiati
(HR
LOB
Director
of
SAP),
Vlad
Bog
(HR
Director
of
Microsoft),
Peter
Hagglund
(Founder
of
Lead
2
Learn)
and
Filippo
Abramo
(President
of
the
European
Association
for
People
Management).
The
focus
of
the
event
will
be
on
how
innovation
is
important
in
all
the
aspects
of
our
life,
but
mostly
our
business.
In
a
world
of
digital
development,
innovation
is
now
a
requirement
on
a
personal
and
professional
level.
The
event
will
take
place
on
Thursday,
the
13th
of
September
and
attendance
to
the
event
is
by
invitation
only.
For
more
details
visit:
www.kilpatrick.eu
www.iesf.com

4. Kilpatrick
Romania
Summer
Teambuilding
This
July
Kilpatrick
Romania
had
a
summer
team
building
party
in
Brasov.
The
event
reunited
the
company's
shareholders
with
the
teams
from
Bucharest
and
Timisoara.
The
teams
had
a
great
week-­‐end
together
full
of
adrenaline,
fun
and
joy.
The
company
booked
a
very
elegant
and
welcoming
villa
only
for
its
team,
near
Brasov.
The
ski
liTs
and
the
Bunloc
ski
slope
were
very
close,
so
in
our
last
teambuilding
day
the
team
decided
to
make
the
trip.
A
few
of
the
brave
girls
even
tried
paragliding
from
the
hill.
Brasov
was
not
really
the
target,
so
not
much
>me
has
been
spent
there.
A
one
night
tour
was
enough
for
the
team
to
enjoy
the
city
centre
and
see
the
beau>ful
Black
Church.
A
team
of
adrenaline
junkies
could
not
have
missed
PARC
AVENTURA,
a
place
of
maximum
fun.
Tree
climbing
is
an
extreme
sport
and
to
prac>ce
it
you
need
to
respect
the
rules.
There
are
six
tracks
to
be
explored:
green,
blue,
purple,
yellow,
red
and
black
with
different
levels
of
difficulty.
A
track
may
include
alpinist
ladder,
flying
trapeze,
flying
fox,
long
bridge,
power
rings,
climbing
footbridge,
liana,
bicycle,
acroba>c
crossing,
hand
bridges
and
zip-­‐lines.
The
plaLorms
are
higher,
reaching
2-­‐8
meters,
pitching
and
rolling
being
guaranteed.
Also
part
of
the
team
tried
a
zip
line
over
the
lake
near
by,
a
perfect
place
to
lose
sunglasses
or
to
be
eaten
by
“crocodiles”.
The
tour
takes
three
hours,
so
the
team
was
able
to
do
different
tracks,
with
different
degrees
of
difficulty,
and
of
course
the
lake
zip
line.
Each
track
was
different
and
exci>ng,
as
you
were
geong
higher,
and
higher
above
ground.
The
funny
thing
is
that
you
cannot
quit
or
stop,
and
you
have
to
really
push
yourself
even
when
you
think
that
you
can't
do
it
anymore.
Being
>red
and
hungry,
Poiana
Brasov
seamed
lie
a
good
op>on
for
a
typical
Romanian
lunch
at
Coliba
Haiducilor.
ATer
that
some
s>ll
hungry
for
adventure
went
on
a
ATV
trip
in
the
mountains.
What
bePer
way
than
a
barbeque
party
to
and
the
day,
and
celebrate
a
colleague’s
birthday.
A
team
that
loves
challenges
proved
again
that
it
can
adjust
to
any
condi>on
and
just
enjoy
the
ride.
Contributed
by:
Adelina
Rosca
Country
Manager
Kilpatrick
Execu>ve
Search

5. RecruFng
in
Russia
Due
to
our
team’s
skills
in
foreign
languages
(covering
English,
German,
Russian,
Italian
and
French)
the
Romanian
office
of
Talent
Works
Interna>onal
is
able
to
deliver
talent
acquisi>on
services
almost
anywhere
in
the
world.
One
of
the
regions
we’ve
been
present
in
right
from
the
establishing
of
the
company
in
Romania
in
2010
is
that
of
the
Russian-­‐speaking
countries.
In
one
of
our
previous
numbers
we’ve
already
talked
about
a
Business
Intelligence
project
focused
on
the
quality
of
life
for
expats
in
Turkmenistan
and
Uzbekistan.
With
that
project
we
helped
one
of
our
clients
in
the
steel
industry
to
decide
which
of
the
two
countries
would
be
more
aPrac>ve
for
opening
a
new
office
and,
using
the
informa>on
in
our
report,
aPract
experienced
managers
from
Europe
to
that
region.
In
this
issue
we’ll
discuss
about
TWI’s
Talent
Pooling
service.
We
are
defining
a
Talent
Pool
as
a
group
of
people
with
whom
an
employer
maintains
a
direct
individual
rela>onship
for
the
purpose
of
future
employment.
At
its
simplest
form,
it
means
maintaining
and
managing
a
fully-­‐fledged
candidate
community
segmented
by
such
things
as
geography
and
professional
skills.
This
type
of
service
is
very
useful
for
companies
that
have
a
constant
need
of
hires
for
a
specific
region
or
func>on,
or
need
to
hire
a
large
number
of
candidates
for
similar
roles
in
a
par>cular
moment.
Owning
and
managing
a
talent
pool
in
these
cases
is
far
more
cost
effec>ve
and
allows
you
to
stay
ahead
of
the
compe>>on
and
to
support
an>cipated
growth.
In
this
par>cular
project,
our
client,
a
consumer
goods
company
with
opera>ons
in
more
than
165
countries,
ac>ve
in
the
category
of
household
and
personal
care
products,
was
planning
to
rump
up
their
business
in
Russia.
In
order
to
do
so,
their
main
focus
was
on
enlarging
and
reorganising
their
sales
structure,
for
a
bePer
presence
in
the
territory
and
for
a
more
efficient
and
clear
organisa>onal
chart.
We
had
the
double
role
of
geong
a
clear
view
on
their
main
compe>tors
(organisa>onal
chart
of
sales
departments,
benefits
offered
to
employees
and
way
of
managing
their
sales
ac>vi>es
all
over
Russia)
and
building
a
talent
pool
of
sales
people
coming
from
those
compe>tors,
candidates
that
could
be
poten>ally
interested
in
a
career
change
in
the
future.
The
posi>ons
in
their
internal
structure
for
which
they
had
a
constant
need
of
candidates
were
those
of
Regional
Sales
Manager,
Key
Account
Manager,
Na>onal
Key
Account
Manager
and
Sales
Director.
First
of
all
we’ve
built
a
complete
list
of
companies
opera>ng
in
the
same
market
segment
in
Russia
and,
analysing
it
together
with
our
client,
considering
their
dimension,
financial
details,
influence
in
the
market
and
other
important
criteria,
we
agreed
on
a
list
of
10
most
appropriate
companies
to
map.
ATerwards
we
proceeded
to
the
iden>fica>on
and
approaching
of
sales
people
working
in
those
10
companies
that
could
be
suitable
for
the
four
roles
to
be
mapped
and
reached
a
number
of
254
names.
While
approaching
each
one
of
them
for
poten>al
career
changes,
besides
data
about
their
professional
experience,
exper>se
and
future
plans,
we
also
sourced
informa>on
about
their
current
repor>ng
level,
number
of
colleagues,
posi>on
in
the
organisa>onal
chart,
benefits
received,
career
growth
opportuni>es
with
their
current
employer
and
other
details
that
could
help
us
achieve
our
goals.
The
main
difficul>es
in
doing
so
where
related
to
iden>fying
and
approaching
passive
candidates,
people
that
are
not
ac>vely
looking
for
new
job
opportuni>es
and
are
not
that
visible
online,
but
s>ll
have
an
important
role
in
the
evolu>on
and
progress
of
their
current
employers.
However,
due
to
our
exper>se
in
this
field
and
specific
methods
related
to
passive
candidates
recruitment,
by
the
end
of
the
project
our
client
received
a
complete
report
on
the
sales
structure,
reten>on
policies
and
benefits
offered
to
sales
people
coming
from
their
main
10
compe>tors
and
benefited
also
from
a
large
talent
pool
with
prospec>ve
candidates
to
be
approached
at
any
>me.
Contributed
by:
Silvia
Mancos
Talent
Acquisi>on
Specialist
Talent
Works
Interna>onal
Project
in
numbers:
20
days
4
sales
roles
10
target
companies
254
iden6fied
candidates
68
CVs
sent

6. Kilpatrick
in
the
www.
Kilpatrick
on
Twitter
-­‐
http://twitter.com/kilpatrickes
Kilpatrick
on
Linked
in
-­‐
http://www.linkedin.com/company/kilpatrick-­‐executive-­‐search
Kilpatrick
on
Facebook
-­‐
hOp://www.facebook.com/KilpatrickES
The
Kilpatrck
Website
The
new
Kilpatrick
website
has
been
launched
-­‐
www.kilpatrick.eu
For
more
details
please
contact
Laura
Cruceru
at
laura.cruceru@kilpatrick.eu