The basic process of executive search contains five main phases:

Establish the search priorities

This involves analysing the challenge unique to the organization and the role. From this we can determine the skills knowledge and abilities required, offering insight and fresh perspectives on how clients can think about their needs. By determining the client’s priorities, we can develop a customized position and candidate specification.

Determine the search strategy

At this point we can conduct targeted research into companies and sectors to find those with relevant skill-sets and qualifications. From this we will develop a long list of candidates best qualified for the role.

To do this we utilize name-gathering techniques, which are unfortunately being used less and less with the increase in popularity of online databases and social media. We also contact our own network for references, but also our actual market knowledge is second to none.

Attract and evaluate candidates

We are now in a position to approach potential candidates to test their interest in the role, with an aim of persuading strong prospects to consider new opportunities. We will conduct rigorous competency-based interviews with candidates based on the approved job specification before the search was initiated. We will now present shortlist of candidates to the client with the suitability in terms of experience, knowledge and aspirations required who are interested in pursuing the specific opportunity.

 Presenting most qualified candidates for client interviews

Now we can present the most qualified candidates based on in-depth written analysis and appraisal against the specification. This is in the form of a short-list, ideally between 3 and 5 candidates in total, however, for some specific searches there may only be 1 or 2 candidates matching the specification. In such circumstances it is key that we are in a position to maintain candidate interest in the opportunity throughout the process.

Search completion

After the client has selected its preferred candidate, we assist in negotiations over compensation and other terms to help finalize the search. Communicate regularly with client and placement during transition. Periodically follow up with client and candidate once search is closed, checking in on the placement’s fit with the organization and the progress of the transition.