Executive search is the professional process of actively finding
the right senior manager for the position. This process commences
with identifying the client’s mission. This mission drives the client’s
objectives goals and needs and determines the corporate culture
of the client’s firm. The successful candidate must fit with this
This is why it is not satisfactory to simply match candidates with
appropriate looking qualifications and experience to positions available.
Only an experienced search consultant is able to determine whether
a candidate will be suitable for the client and be motivated to
persist and work to their full potential. This search result can
only be achieved when the consultant possesses intimate knowledge
about both the client and candidate.
The ultimate result of a search should be a short list of candidates
who are almost indistinguishable in their ability and fit for the
The process begins with identification of the client’s mission and
consequent corporate goals and objectives which define the corporate
culture. Then we turn our attention to careful and exact assessment
of the requirements for the position available.
This is codified by designing an exact Job Specification that enables
our consultant to develop focus and specificity, so informing the
Our researchers then conduct original research to develop a suitable
client universe. This includes the use of proprietary methods, accessing
our data base and drawing on our experience in filling similar positions
as well as utilizing our wide range of existing industry contacts.
Next we approach prospective candidates whom we believe likely to
be suitable and determine their level of interest. Depending on
the outcome we will then conduct interviews with them. During this
period we keep our client informed by issuing progress reports.
The outcome of this process is a short list of candidates whom we
can confidently refer to our client in our report explaining why
we believe these candidates are right for their organization. With
the client’s approval we then send out confidential letters inviting
the candidate to meet the client. This involves close liaison with
the client and the candidate and possibly organizing travel with
the reimbursing of appropriate costs to the candidate. Expected
compensation and total package structure are discussed in an initial
way in these interviews. Written feedback on this process is provided
both to the client and to the candidate.
In these feedback reports to the client the finalists are ranked
and compared. We communicate to the client our insights regarding
the client’s personality and internal motivation to enable a decision
to be made about the long-term suitability of each short listed
candidate. An important consideration at this time is the expected
value for money trade-off.
Once the successful candidate has been identified we check references,
which enables us to further enhance our knowledge about the candidates
personality and motivation so that we can be confident of our final
advice to our client.
Once the chosen candidate has accepted the client offer the search
process ends. But this does not end our service to the client in
the mandate. We will follow the hired candidate’s progress in the
next few months by continuing discussions with our client. These
discussion help us to extend our in depth knowledge of our clients
business, motivation and expectations as well as providing information
on the hired candidates progress in the firm.