Our approach
The Bedford Group’s Resources and Energy practice enables you to address your talent issues strategically. With our Getting it Right Program we attract candidates who will create value and deliver results that matter. We discover the leadership competencies your company requires for success and we match them with the characteristics of potential candidates. We select the “A” players for you based on the business results you expect, not just on “fit.”
Our managing partner, Russ Buckland leads our Resources and Energy practice. Russ came out of the resource industry from major international firms and international projects to establish the practice in 1989. Over the past 20 years, his team has successfully managed over 1,000 search projects. As Global Practice Leader of TRANSEARCH International’s Resources and Energy practice, Russ and his team integrate specialists in 53 offices in 33 countries.
The deeper you dig, the more advantages you’ll find in working with the Bedford Group:
- We offer a sector focus on mining, oil and gas, and project contruction.
- We know the best talent in the industry—worldwide.
- We search for the “A” players on all continents—coordinating with our TRANSEARCH International offices in all major resource centres.
- Our senior consultants know the industry, the language and the means to attract the best talent to our clients.
- By specializing in resource clients, we know their operations and developments and the types of candidates they need for key positions.
- Our experience and unique assessment tools enable us to evaluate the true abilities of candidates and their leadership competencies.
Executive search
We identify and screen for outstanding leaders who produce quantifiable results that really matter to your company’s success. Bedford’s unique Getting it Right program. Learn how. 
Our clients want to know how to de-risk the hire. Our answer is the Bedford “Getting It Right” Program. When seeking a new leader, nothing is more important than fit. We ensure fit by determining specifically what is demanded to succeed in the role. While the Bedford process of finding you the right candidates is quite complex, it is driven by three simple questions:
- Is there a culture fit?
- Is there a leadership fit?
- Is there a performance fit?
The quality of the answers to these questions reveal whether or not seemingly qualified candidates can actually deliver the measurable results that really matter to your company:
There are many reasons to choose Bedford as your executive search partner, including our people, our experience and our approach. To find out more about this, please click here.
Culture fit
Is the candidate the right fit for the culture of your company?
Dr. John Burdett, Bedford Leadership Advisor and world authority on leadership and transformational change, pioneered a system that measures, categorizes and compares the “cultural architecture” of your company with the “cultural suitability” of each candidate. Using our proprietary tools, we are able to clearly articulate your organization’s culture. The results of this evaluation give you the confidence to choose an executive who will integrate smoothly with your organization, mitigating the consequences of an inappropriate fit.
Leadership fit
Will they lead the company into a successful future?
Dr. John Burdett, Bedford Leadership Advisor and world authority on leadership and transformational change, has developed a unique methodology that defines the leadership requirements of the position and matches them to the measurable leadership qualities of the candidate. Our unique tools help draw out the role-specific leadership behaviours and competencies required for the position.
Performance fit
Will they be able to meet or exceed all declared and hidden expectations?
Surprisingly few organizations create a measurable profile of their business expectations. Even fewer delve below the surface to expose the hidden expectations, the ones most likely to inhibit the speed and magnitude of a new executive’s impact. The Bedford Success Scorecard measures the success criteria that really matter to your company across a full spectrum of business results and key value drivers beyond financial. These include customer, social, operational and employee; they are all not only revealed, they are quantified where possible. This creates complete clarity around matching the candidate’s background and skill set with the expectations of the position.
The Bedford Success Scorecard provides a clear and measurable scorecard as to what success is in the specific role. The Scorecard provides a guide to the candidates—Am I the right person? Can I do the job? The Scorecard provides a guide to the corporation as to whether the candidate is right for the role. Once the candidate is hired, the Bedford Scorecard provides direction and inspiration to the new leader and an accountability matrix for the corporation.
If any one of these critical dimensions of “fit” is overlooked or shortchanged, the search process is of necessity, predicated upon an incomplete profile.
Unique assessment tools
We have two additional assessment services to ensure candidates will deliver the results that really matter to your company:
- The Bedford Resume Audit is a comprehensive forensic investigation into the candidate’s history and work references. It confirms the veracity of all of the details and reduces the risk of surprises after the hire.
- SmartAssessment® is the most rigorous executive assessment process in the industry. It is used by Fortune 500 companies to reduce the risk of inappropriate hiring choices. SmartAssessment is used by the top private equity firms in the world to maximize the value and performance of their portfolio companies. It is the most accurate predictor of talent assessment known. Clients report an over 90% success rate on how the new hire performed against pre-defined business expectations.
Talent strategy
We can assess the strength of your executive team now, we can shorten your search cycle by identifying who you need even before you need them, and we can craft a compelling story about your company that actually inspires people to join you. Learn how.
Executive search requires time, yet most companies begin their executive search when it becomes apparent a position needs to be filled. This reactive approach places a company in jeopardy because filling the position quickly is so critical.
We offer three strategic services that give you the ability to anticipate your needs, respond to them quickly and attract the right candidates before you actually need them so that they are, in effect, identified when you need them.
Benchmarking your team
Team Assessment provides you with world-class assessment of your key leaders and the team. It identifies the strengths of your entire executive team and allows you to identify where you need help, now and in the future. This level of preparedness gives you a clear, short- and long-term view of your management team and reduces the risk of being caught by surprise. This is especially valuable when you have just completed a buyout or merger.
Scouting for the best
Taking a page from the most successful organizations and storied sports franchises, our TalentScouting service scours the marketplace and shortlists the executives you are most likely to need in the future, even when you aren’t in an active search. This gives you the ability and confidence to act—and be seen to be acting—quickly and when you need a new executive. TalentScouting is a smart, proactive succession-management strategy . . . which is especially valuable in a talent-short market. TalentScouting can become a key tool in creating long-term relationships with that talent.
Your compelling recruitment story
Our Blueprinting service transforms your company into a magnet for the right executive talent. It identifies—in seven words or less—the inspirational recruitment message for top talent to choose you over the multitude of opportunities they receive on a regular basis. It positions your organization as a uniquely attractive place to pursue a career, and it provides you with the dialogue which inspires leaders to choose you.
New-hire success
We increase both the speed and magnitude of your new executive’s impact on your company. Learn how.
Although unintended, there are many factors that can conspire against the success of a new executive hire. We offer a suite of proprietary programs that minimize the risk of failure and accelerate your new leader’s impact on your company by providing insights, tools, ongoing support and a roadmap for success.
New hire integration programs
accelerate success
For any leader joining a business, the time to deliver results is shrinking. Performance expectations are high. While many organizations pay a lot of attention to search, they leave the newly hired leader to sink or swim. The Bedford Group’s Executive Brief new hire integration program provides the new leader with proprietary processes and support which reduce risk and deliver positive results sooner.
The simple truth is, those who don’t land don’t stay. It may take too long to galvanize commitment and action behind the new leader. It may take too much time to discover and manage the hidden factors that can have a positive or negative impact on success. The Bedford Group’s Executive Brief tools and programs are designed to accelerate new leaders’ integration and success.
The program consists of reading materials, assessment tools, and a series of conversations with a Master Executive Coach from Bedford Talent Management.
Why Executive Brief is an essential tool
- Helps attract talent
- Retention – “If they don’t land, they won’t stay”
- Overcomes ambiguity around the role and/or outcomes
- Earlier delivery of tangible results
- Minimizes disruption to the team
- Turns “integration” into a learning experience, and in doing so, builds a platform for ongoing growth
- Insight drawn from the Executive Brief new hire integration program supports continuous improvement of the talent acquisition process
Leading with certainty
Our proprietary Strategic Mapping Process (SMP) creates clarity and buy-in around what the new hire and his or her team needs to accomplish. It identifies the team’s key success drivers and the sequence in which they need to be implemented. Like a GPS, it shows the best path to the team’s success. It produces unity among the decision-makers because they themselves create the solution and the action steps.