Executive Search Consulting Process & Methodology
Scope of services
Our consulting services will involve the identification, assessment and recruitment of the specific position that you need to fill.
As part of this agreement and our retainer relationship with you we also provide consulting advice on:
- The conditions of the senior executive market in your industry/functional sector
- Compensation trends
- The structure and attractiveness of your recruitment proposition
Our search process is fully described below so that you and your colleagues can understand our methodology and the obligations which fall on both parties during an assignment.
We initially define the position, and identify the potential list of candidates (long list) through our in-depth research work. Next, we confidentially approach them for our evaluation and analysis in order to submit our Intermediate Process Written Report (short list) to our client for review. Then, we arrange interview meetings for final selection per the client’s request. For a smooth negotiation of agreement we tailor our specific services to meet your needs and requirements.
First, we discuss the positions with you in an in-depth manner. These sessions enable us to become knowledgeable about the position, its responsibilities, and the experience and personal attributes required of a potential candidate. From these sessions we develop, for your approval, the position specifications and personal profile of an ideal candidate.
Next, we develop a target list of the companies in directly related business sectors, which may provide appropriate candidates.
Then, through our exhaustive research process, we identify a list of prospective candidates from target companies.
Next, we contact all prospective candidates and appraise each against the Position Specifications and Candidate profile.
Following rigorous evaluation meetings we assemble and assess comprehensive background information on the most qualified individuals.
Prepare, a shortlist of final candidates whom we have judged to be the best qualified. They will all have expressed an interest in the opportunity. A detailed confidential report on each selected candidate will be forwarded to you prior to the arrangement of interview meetings.
In view of the current, dynamic market situation, we believe that it is imperative to identify the primary motivations for candidates accepting a change. It is our policy to delay discussion of remuneration of the subject position until the final stage of a search, i.e., shortly before acceptance of employment. We believe this approach facilitates identification of the true motivations behind a move, a prerequisite to a stable employment.
Finally, we participate in compensation negotiations with final candidates as appropriate.
Establishing frequent and effective communication between the consultant and client is often the key to completing a search successfully. Our rule of thumb is simple: more is better than less. The same holds true for the front-end discussion where we are introduced to the specific issues driving the search. The more we can learn from a client and the more familiar we become with your goals, leadership style and culture, the more effective we can serve you as an informed representative in the market place.
Should you decide that additional research or consulting is required on a longer term basis then please raise this with us and we will be pleased to propose how such extra services may be provided. This might include any or all of the following:
- Multiple search assignments
- Market, industry and organizational mapping
- Management assessment/audit services
- Leadership consulting/succession planning
- Executive coaching and on-boarding
- Board appraisal and corporate governance advice
Please contact us for more detail on any of these services.