Discretion is a necessary trait in the
executive search
industry. Executive appointments, and indeed departures, are
of significant interest to investors, customers, employees,
and the press. So headhunters often have to operate behind the
scenes.
In the interests of transparency, we wanted to
explain how the executive search process works. We're building
technology in-house to make this faster and to ensure search
firms can keep their clients updated on their progress in
real-time.
Initial meeting to outline the search requirements
Discussion to determine your desired candidate profile, timelines for the search, as well as your company's strategy, mission, and culture.
Market research and meetings with key stakeholders
Search firm analyses your company and its market, before holding meetings with your exisiting executives to define how the new executive will fit into your organisational structure and culture.
Info on the role, experience required, and your company
The insights from the previous two steps are used to create the job description, which will be the main reference material during the search. This includes detailed information about the role, its responsibilities, your company, key opportunities for the new executive, and the experience and educational background required.
Finalise the search strategy
Together with the search firm, you determine where and how top candidates will be sourced and how they'll be assessed
Talent mapping and sourcing
The search firm employs market mapping and sourcing techniques to build a long list of candidates (sometimes 100+ executives).
Approach, qualify, and interview candidates
The search firm meets with, interviews, and assesses candidates to narrow down the list to 5-10 executives. This process also enables them to give you a report on how candidates in the market view your company.
Ensure each shortlisted candidate is reputable
Background checks are completed to verify each candidate's experience, online profile, and qualifications before presenting the final shortlist to you.
Assess each candidate's résumé, qualifications, strengths, and motivations
After working with you to narrow the shortlist down to 3-5 candidates, face-to-face interviews will be conducted.
Find the right compensation package
After discussions around each candidate's interviews, résumé, and external references, you select your preferred candidate and the process of salary negotiations begins. The search firm will act as a mediator to ensure the needs of both sides are met.
Ensure they're up to speed quickly
The search firm assists with the integration of the new executive into your workplace - the degree of their involvement will depend on your wishes.
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