EXECUTIVE SEARCH & SELECTION
Executive search (or sometimes referred to as headhunting) is a specialised recruitment service focused on sourcing candidates for senior level or executive positions.
Work is normally conducted on a retained basis and can involve an upfront fee.
Consultants work proactively with a special focus on passive candidates (professionals not actively seeking a new role).
Typically, we as an executive search company do not rely on traditional methods of sourcing such as job advertising or search from available job portals.
We explore the recruitment specialism of executive search and examine the steps involved in conducting a successful process. Such as:
1. Client Research
Before we meet with the client, we carry out extensive research to achieve a thorough understanding of how the organisation is viewed externally.
This includes:
- Corporate history
- Products & services
- Leadership & strategy
- Organisational strengths and weaknesses
- Employer brand
2. Client Mandate
The second part of the executive search process is the client meeting. Here we meet with the HR team and/or the relevant hiring manager in person if possible or virtually.
The aim is to better understand:
- The company’s unique working environment, succession planning issues, diversity challenges, culture and values
- The team dynamics, working style and approach
- The specific role requirements from a technical and managerial perspective
From this we produce detailed vacancy notes to support the applicant selection process.
This stage enables us to work as an effective advocate for our client in the marketplace, accurately representing and promoting its employer brand.
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3. Profile Creation
Create an ideal candidate profile based on the research conducted during stages one and two of the executive search process. This will form the basis of the search and selection stages. The profile should focus on the technical, professional, managerial and cultural aspects of the ideal candidate. In addition to the main responsibilities and requirement of the role, the profile supports the job description used in any external advertising (if used).
4. Market Mapping
Taking the ideal candidate profile and our client’s unique requirements as starting points, we map the market across geographies, industries, competitors and any suitable internal candidates. This will help to identify appropriate target companies, their organisational structures, key individuals and role profiles. Special attention should be paid to companies and individuals which match or complement your client’s organisation and the role(s) in scope.
5. Candidate Search
In this process, we use a range of innovative attraction techniques, targeting both active and passive candidates. This could include referral and recommendation, proprietary database search, job portals, industry-focused advertising, professional forums and social media. Our overriding goal should be to identify the best possible candidate(s) for the role, not the most actively available. Depending on the client’s requirements, we extend our search beyond the domestic market, if required.
6. Candidate Long-list
From the research carried out during the market mapping stage, present your client with a long list of up to 10 candidates, including internal candidates if appropriate. This report should include names, companies, positions, responsibilities, contact details, other required fields as well as notes on the suitability of each candidate.
7. Candidate Testing
Candidate testing plays a crucial part in the executive search process, providing an objective assessment of the individual’s key competencies and preferred working style. Assessments cover technical or theoretical expertise, cognitive ability, personality and emotional intelligence. The tests provide an engaging, straightforward and positive user experience for the candidate.
8. Candidate Shortlist
In this process, we present the client with a shortlist of around 2-4 most accurate candidates as per the requirement. Accompany this with a detailed report. The report should include candidate CVs, analysis and the results of the testing conducted during the previous stage. We also include consultant notes based on your own candidate pre-screening or assessment.
9. Interviews
We design a robust and consistent interview framework based on our client’s specific requirements. Depending on the location of the candidates, this stage may involve a combination of telephone, video conferencing and physical interviews.
If appropriate, we take an initiative in each interview or provide support in the form of organising, monitoring and reviewing the separate stages of the interview process.
10. Offer & Acceptance
The offer stage can be beset with pitfalls and bear traps. Managing this effectively can mean the difference between hiring the best person or having to start the lengthy and costly executive search process all over again. Once the successful candidate has accepted the offer help maintain dialogue between your client and its new hire.
Being an experienced mediator, we will ensure the negotiations are smooth and ultimately successful. This will protect against the risk of a successful counter offer – and even competing offer.
Done effectively, this not only mitigates the risk of dropout but also increases the opportunity for the candidate to hit the ground running when they begin their new role.
11. Candidate Vetting
Vetting is a critical stage in the executive search process.
High standards of communication between the background check provider, your client and the candidate are crucial in speeding up completion times, mitigating the risk of applicant dropout and enhancing the employer brand.
We use our own dedicated candidate vetting service with international reach.
Based on the client’s specific requirements, we design procedures which are robust, transparent and uniform, ensuring new hires are compliant to begin work.
12. Onboarding & Relocation
a. Onboarding
b. Relocation
If the successful candidate has been sourced from overseas, we give careful consideration to provide relocation support.
Even this late in the executive search process the candidate can still dropout if he or she feels they are not being given adequate assistance.
Support can range from providing information on the local property market, schools, nurseries and other local amenities to organizing a familiarization visit, and also trying to arrange a suitable accommodation in nearby coordinating with the client.
We work with our partner, a relocation specialist, ensuring regular communication with the candidate throughout the process.
Conclusion
Thorough research surrounding the hiring organisation, its market and the ideal candidate needs to form the basis of any comprehensive search and selection framework. Our extensive executive search process is tailored to meet the demands of recruiting across different time zones and multiple geographies. It should place the client at the centre, providing regular reporting and complete transparency. High levels of engagement should be in place to ensure candidates receive the very best experience, helping protect and promote the client’s employer brand.
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