Q&A with Karl Foggerman: Lessons from a Seasoned CEO on People, Motivation, and the Future of Hiring
Lessons from a seasoned CEO are invaluable, and in this insightful Q&A, Karl Foggerman shares his experiences from a 35-year career. Drawing on his extensive background, Karl discusses what he has learned about people, motivation, and the evolving landscape of hiring. He delves into the importance of investing in the right talent and how data-driven platforms like Perspectv are reshaping the recruitment process. Whether you’re an employer or a job seeker, Karl’s wisdom offers practical guidance for navigating today’s competitive job market.
Q: Foggy, you’ve had a remarkable 35-year career as a CEO, leading various businesses through acquisitions and managing large teams. What have you learned about people over the years?
Karl Foggerman: Well, I’ve always believed that people are the heart and soul of any organisation. Over the years, I’ve seen firsthand how the right people can transform a company. One of the biggest lessons I’ve learned is that people are motivated by a sense of purpose and belonging. When employees feel valued and part of something bigger than themselves, they are more likely to go the extra mile. It’s not just about the paycheck—it’s about feeling connected and appreciated.
Q: In your experience, what type of people tend to move the needle in a company?
Karl Foggerman: The people who really move the needle are those who are both passionate and adaptable. They aren’t just experts in their field; they also have a growth mindset and are open to new ideas and ways of working. These individuals are often self-starters who take initiative without waiting for instructions. They are problem solvers who view challenges as opportunities. And importantly, they are team players who uplift those around them.
Q: How crucial is it to have the right people in an organisation?
Karl Foggerman: It’s absolutely essential. Having the right people can mean the difference between a company that merely survives and one that thrives. The right team can drive innovation, improve efficiency, and create a positive work culture. On the flip side, having the wrong people can lead to stagnation and even toxic work environments. Companies should never underestimate the importance of investing in the right talent.
Q: Speaking of investment, why should companies not be afraid to invest in good people?
Karl Foggerman: Investing in good people is one of the best investments a company can make. High-quality talent might come with a higher price tag, but the returns are often substantial. These individuals bring expertise, drive, and creativity that can propel a company forward. They often pay for themselves many times over through increased productivity, innovation, and improved morale. Plus, investing in your people fosters loyalty and reduces turnover, which can be very costly.
Q: How are data and technology platforms like Perspectv reshaping the way companies and candidates connect?
Karl Foggerman: Platforms like Perspectv are revolutionising the hiring process by making it more efficient and data-driven. Traditional hiring methods can be time-consuming and often rely too much on gut feelings. Perspectv uses data to match candidates with companies based on skills, experience, and even personality traits. This not only speeds up the process but also increases the likelihood of a good fit, which benefits both the employer and the candidate.
Q: Are there any other trends or insights you’d like to share about the future of hiring and talent management?
Karl Foggerman: One trend I’m particularly excited about is the increasing use of artificial intelligence and machine learning in recruitment. These technologies can analyse vast amounts of data to identify patterns and make predictions about candidate success. Additionally, the move towards remote work has broadened the talent pool, allowing companies to access top talent from around the world.
Q: What advice would you give to companies looking to build a strong, motivated team?
Karl Foggerman: First and foremost, focus on creating a culture that values and supports its employees. This includes providing opportunities for growth, recognising achievements, and fostering open communication. Be clear about your company’s mission and values, and make sure they align with those of your team members. Also, don’t be afraid to invest in training and development. Even the best employees need to evolve with the times. Finally, use technology wisely to support your hiring and management processes, but never lose sight of the human element.
Q: Obviously, the UK labour market is tight at the moment. What advice do you have for young people entering the market? What can they do to get ahead in this environment?
Karl Foggerman: That’s a great question, and navigating a tight job market can indeed be challenging. Here are four key pieces of advice to help young people stand out and get ahead:
- Continuous Learning: Stay curious and keep upgrading your skills. Whether through formal education, online courses, or self-study, continually learning new skills—both technical and soft—will make you more attractive to employers. Focus on areas that are in high demand and relevant to your desired field.
- Network, Network, Network: Building a strong professional network can open doors to opportunities that aren’t advertised. Attend industry events, join professional groups on LinkedIn, and reach out to people in your field for advice or mentorship. Networking can often lead to valuable connections and job leads.
- Innovative CV Approach: Instead of traditional CVs, consider setting up a digital landing page to act as your CV profile. Use Q&A sections and videos to showcase who you are, how you communicate, think, and behave. This approach provides hiring managers with deeper insights into your personality and skills, making you stand out from the crowd.
- Gain Experience: Look for internships, volunteer opportunities, or part-time work in your field. Even if these positions are unpaid or not exactly what you’re looking for long-term, they provide valuable experience and help you build your network. Real-world experience is often just as important as formal education.
Q: Do traditional recruitment methods overlook personality traits, and is this a mistake in your opinion?
Karl Foggerman: Absolutely, I believe traditional recruitment methods often overlook personality traits, and this is a significant oversight. A candidate’s personality can greatly influence how well they fit into a team and adapt to the company’s culture. Skills and experience are crucial, but personality traits like resilience, adaptability, and teamwork are what truly drive long-term success and cohesion within an organisation.
Understanding a person’s personality can provide insights into how they handle stress, interact with colleagues, and approach problem-solving. These are all critical factors that impact their overall performance and contribution to the company. By focusing solely on technical skills and experience, companies risk hiring individuals who may not thrive in their specific environment.
Incorporating personality assessments and behavioural interviews into the recruitment process can help identify candidates who not only have the necessary skills but also the right personality to fit the company’s culture. This holistic approach leads to better hiring decisions, higher employee satisfaction, and reduced turnover.
Platforms like Perspectv are helping to bridge this gap by using data and technology to match candidates with companies based on a comprehensive understanding of both hard skills and personality traits. This ensures a more well-rounded and effective recruitment process, benefiting both employers and candidates.
Q: Any final thoughts on the importance of people in business?
Karl Foggerman: At the end of the day, businesses are built by people, for people. No matter how advanced our technology becomes, it’s the human element that drives success. Treat your people well, invest in their growth, and always remember that a motivated, engaged team is your greatest asset.
Q: Last question, Karl—we have to ask—what do you think about what we’re doing at Perspectv?
Karl Foggerman: I think Perspectv is at the cutting edge of where recruitment needs to go. By leveraging data and technology to match candidates and companies more effectively, you’re addressing some of the biggest pain points in traditional hiring. The ability to find candidates who not only have the right skills but also fit well with a company’s culture is invaluable. You’re making the process more efficient and transparent, which benefits both employers and job seekers.
Moreover, your approach of using data to understand what hiring managers and job seekers want and need is brilliant. It’s not just about filling positions; it’s about creating meaningful, long-term matches that benefit everyone involved. I also appreciate the pay-per-match model, which is a cost-effective alternative for businesses, especially SMEs.
In short, Perspectv is making it easier for companies to find the right people and for job seekers to find the right opportunities.
That’s a win-win in my book.
Keep pushing the envelope and innovating—you’re on the right track!
