Executive Integration

Before: A Leading Global Pharmaceutical Company Experiences Significant Turnover in Key Management Positions

“We knew the company was having problems with executive integration when we realized we were only retaining about 40% of candidates hired from outside. The failure rate was totally unacceptable. The problem was that even when we did find and hire someone we thought was ideal for our business, we had no process in place to ensure their success. The result was a lot of lost productivity, interrupted strategic focus, and emotional stress for both the new hire and our current staff. With the high cost of recruiting senior level executives, we had to find a way to keep talented people on the job once we found them.

“We hired RHR to assess new candidates, strengthen our executive integration process, increase our retention rate, and help new hires successfully assimilate into the company and become contributors more quickly.”

After: RHR’s Proven Executive Integration Process Ensures Success of New Executives

“RHR’s successful executive integration model focuses on five critical success factors addressed over five unique stages, each with its own challenges. To overcome these barriers, we take a structured approach to coordinate efforts during each stage. The entire executive integration process can take up to eighteen months.

“During the executive integration process, I communicate frequently with those above and below the executive as well as with the Human Resources team to evaluate progress and anticipate issues before they become serious problems. As an objective party, I can act as the focus for feedback surrounding the executive’s performance throughout the executive integration process and assist if it appears that traction is being lost.

“In the case of our pharmaceutical client, they have integrated the RHR Executive Integration Process internationally, and their retention rate for executives has now climbed to near 90%.”