Search Methodology

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 corporate culture.

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 client’s position.

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 execution process.

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.