Solving luxury’s talent conundrum
Luxury brands talk of innovation to counter a challenging marketplace, but hiring decisions – especially those at senior level – remain ultra conservative. Does continually employing leaders from within the luxury sector only deliver the same results? Should hiring conversations move away from being purely CV and experience-based towards behavior, competence and even the passions of an individual’s life? How do brands attract talent and ensure they have a talent pipeline across all business functions?
These were among the topics discussed at a Think Tank on Talent for the Luxury Sector, hosted by Walpole at The Goring Hotel London on 8th March, and led by Hudson Walker International as Walpole’s Corporate Partner for Executive Search.
In a lively and insightful debate, the senior influencers and decision makers around the table shared views and experiences which will now be developed into an agenda for further consideration.
In addition to Helen Brocklebank and Charlotte Keesing from Walpole and Pauline Hudson-Evans and Mathew Dixon from Hudson Walker International, the participants were Leanne Wood, Chief People & Corporate Affairs Officer, Burberry; Cheryl Joannides, Vice President & General Manager, Jo Malone London; Jenny Andersson, Brand & Business Strategy Consultant; Patricia Keener, Career Coach, London Business School; Caroline Welch-Ballentine, Chief Administration Office & HR Director, Richemont International Ltd; Michael Ward, MD of Harrods and Executive Chairman, Walpole; and Deborah Lee, Chief People Officer, Yoox Net-a-Porter Group.