Employment history Clavic Consulting AB 2012-09-01 -

Anders Rydbacken Mobile+46727403860, e-mail:[email protected]
Employment history
Clavic Consulting AB
2012-09-01 -
Tailor-made management solutions within HR & Sales
Consultant & Owner
Recruitment services
Mainly financial manager, HR manager, sales manager and salesperson. Clavic Consulting uses a wellfounded expertise model from SHL / CEB, www.shl.com designed to a clear requirement profile is transparent
to both clients and candidates. Methods used are based on customer requirements and can be only job
postings, only Search / Headhunting or a combination of these.
Recruitment assignments may also consist of parts of a process such as job specification, create a
comprehensive list ”Long List” of candidates to evaluate a few of the final candidates.
Evaluation of the final candidates - Second Opinion, accurate method whereby 1-2 final candidates go through
either the only personality questionnaire, motivation forms and proficiency tests or one in-tray or presentation
exercise where a simulated reality. Comprehensive report obtained as a basis for future development
activities.
Assessment - 1: 1
Companies that want to evaluate their existing managers for future challenges conducting assessment
centres, where candidates observed are by several exercises during a full or half day. Exercises that are
observed may be the presentation of a fictitious company where multiple action alternatives evaluated to inbox
exercises in which the candidate is new to management and are assessed for their efficiency to handle and
prioritize his first time as the new manager. Simulation exercises are a very common way to assess a
manager or leader's ability to handle a fictitious situation where the role of the subordinate role is played by a
consultant.
360 ° evaluation
In consultation with the CEO and HR we map the company values to measurable competencies. These
competencies are measured by an internet-based questionnaire in which the manager (Foci) and the manager
together with colleagues and subordinates fill in their personal and unidentifiable answers to how the foci
meets the company's values. Personal feedback to each manager is measured together with individual
reports to the CEO/HR
Corporate Culture - Measurable behavioural skills
Every company has a corporate culture that is the company's soul. The challenge for the CEO and HR is often
to use the values throughout the employee life cycle, i.e. recruitment, development, succession and eventual
resettlement. With the help of a well documented competency framework, we identify together measurable
personal behavioural competencies based on a company's values and can thus get an overall culture of the
company that is easy to use in-house by both HR and hiring managers.
Sales Mapping
In consultation with the Sales Manager/CEO and HR we select 4-5 key behaviours in the sales cycle - see
Figure below divided into roles within today's sales force. The sales force complete a personality and a
motivation test, which reflects the individual behaviours and strengths and development potential in the entire
sales cycle. Each sales rep receives a personal feedback including comprehensive report the individual report
is drawn as a graph of the existing sales force to identify any behaviour that are missing or not emphasized
enough. Coaching intervention based on individual results conducted internally or by Clavic Consulting.
Assessment tools OPQ32r & MQ come from SHL/CEB, www.shl.com global leader in personality assessment
Effect Search i Sverige AB
August 2010 –August 2012
Executive Search/Headhunting firm, specializing in executive recruitment
Managing Director
• First employed external MD the company have had and the role involved:
• Consolidated operations by dismantling some offices and focusing business in Göteborg & Stockholm.
• Separated the recruitment of qualified professionals to the newly established sister company Scandinavian
Evaluation AB, SEVAL
• Established new company profile and renamed from Effect Management Search
• Hhired recruitment consultants and researchers to meet the new objectives
• ~ 23% growth, 18,7 MSEK – 22,9 MSEK fiscal year 2010-11, EBIT ~ 5%
SHL Group Sverige
July 2004 – June 2010
Global leader in talent measurement offers employment testing tools and employee development assessment
services. Sales of product portfolio containing concept solutions for HR managers to identify hire and develop
their staff.
Regional Sales Manager
• Launched the sale organisation in Göteborg/Malmö, with own sales to new and existing customers and
employed then a team of 7 people including business developers and in-house sales coordinators.
• Member of the Nordic Management Group (Nordic Sales) reporting to the VP Sales Nordic
• 400% growth 2,8 MSEK to 14 MSEK from 2004 to 2010, TB1 ~ 73%
• Key Account Manager for several global customers, including AstraZeneca, Trelleborg Group, IKEA &
Volvo Group
OstermanHelicopter AB
November 2000 – June 2004
Sweden's largest helicopter company with helicopter locations in Östersund (ambulance, the liming of lakes
and other activities), Stockholm (Ambulance), Göteborg (the liming of lakes and other activities)
r
Overall responsibility for sales and marketing
• Member of the Swedish management team, involved in the senior management team at group level – the
Airlift a/s in Norway
• P&L responsibility, reporting to the CEO, sales budget of 100 MSEK
• Customer contract was signed with Vattenfall, Fortum, NCC, SVT (Broadcasting of Vasaloppet &
Stockholm Marathon), together with the county administrative boards for the mission to carry out the
liming using helicopter. The construction of 3 G Poles using helicopter was another successful concept.
Poolia Sverige AB
February 1998 – October 2000
Poolia was established in 1994 under the name of Ekonompoolen & Teknikerpoolen, renamed in 1997 to
Poolia and is one of Sweden's largest players in the staffing and recruitment business.
Poolia became a Plc. in 1999.
Business Area Manager
•
Started up the business area ”Administrator staff” in Göteborg (administrators, customer service,
assistants).
•
Started by own sales and built up an internal organization on 6 people with over 130 temp staff in various
assignments within the Office administration segment in Göteborg.
•
As business area manager, P&L responsibility reported to the local MD and was member of the
management team of Poolia Väst.
•
Monthly invoicing of 3.5 MSEK to 4 MSEK, the fiscal year 2000 we forecasted a turnover of 40 MSEK
In 2000 I also started up branch office for Poolia in Varberg
SeaCat Sweden AB
April 1993– February 1998
SeaCat were established in Sweden and Göteborg in the summer of 1993 as a challenger to market leader
Stena Line on the route Göteborg-Frederikshavn in Denmark as the SeaCat fast ferry was nearly twice as fast
as conventional ferries from Stena Line, the first summer (1993), we achieved a market share of 20 %.
Team leader Sales
•
•
Manager in the sales department in Göteborg, depending on the season consisted of 20-40 sales
representatives
Duties included responsibility for bookings of passengers including travel, meals & hotel options.
Manager at departure and arrival of the fast ferry to Göteborg
Several Field Sales positions
August 1991 –April 1993
For example Electrolux Business School
Volvo Car Corporation
August 1989 – August 1991
Mounted different equipment into Volvo model 240
Education history
IHM Business School
2013
Business Finance, part of a Master examination
IHM BUSINESS SCHOOL of Gothenburg
1999 – 2001
Certified DIHM Marketing Management
Strategic & Tactical Marketing, Business Economics, Business Law
Upper secondary school at Västerhöjdsskolan in Skövde
Internal sales & management educations
Miller Heiman Strategic Selling, L.A.M.P, P.R.O.F.I.T.S and SPIN Selling
Very good skills in English both verbal and in writing
Leisure activities Spending time with my family and running 30 km weekly
Additional
Certified border member of Styrelseakademien in 2011,
1987-1989