Executive search
With constant people intervention Executive Search is a much more personalised recruitment solution than placing an advertisement in your local media. We have found that it is quite rare that people in a successful executive position take the necessary time to review offers of suitable positions in the daily newspaper. In our experience we have hardly ever found the top-level executives we wish to attract through an advertisement. Reasons to consider Executive Search above other methods of recruitment include;
- Consultants and researchers, with the appropriate industry knowledge, know where to find the best candidates.
- We have a broad network of contacts, which makes sourcing candidates easier.
- All information is treated with the utmost confidentiality
- We save time for clients by handling the administration related to the recruitment process.
Our working procedure have been tried and tested through many years, as we tend to always look for long-term solutions to problems. The working procedure can be divided into the following steps:
Analysis of the client company
Together with the client we analyse the organisation - history, current situation and most important of all; ambitions and intentions for the future. The more accurate information we have, the easier it is for us to present and represent the client to the potential candidates.
Company description and search profile
We compose a company description and a search profile for the actual position. The material, that has to be approved by the client, is distributed when contact is made with potential candidates. The document gives a lasting impression of the company, even with candidates who does not reach the end of the process.
Work schedule
A timing plan for the search is determined with the input of the client. Search areas and timeframes are defined here. We keep the client continuously informed during the entire process.
Search
Methodically we search for appropriate candidates by researching industries and organisations. This is done using our own and public databases, as well as our broad network of contacts. Potential candidates are initially contacted by telephone. All suitable interested candidates are thereafter invited to an interview.
Interview
Candidates are interviewed at one or more occasions in order to familiarise ourselves thoroughly with the individual. A selection is made from the interviewed candidates, compiling a shorter list. We furthermore use a paper based assessment test as a compliment to the interviews, that reflects attitudes and values at work.
Presentation
The three or four most suitable candidates are then represented to the client. Each candidate is firstly presented in a written report, after which the client decides who he or she would like to interview. Our presence at the client interviews is determined by the client, although we have found it quite helpful for both the client and candidate if we attend at least the first one.
Accuracy
We ensure accuracy of all candidate information by checking references, background information, personal data etc.
Employment
Salary and other benefits for the successful candidate is negotiated directly between the candidate and the client. We are available to assist in this task should it be required by the client.
Follow-up
Our responsibility however does not end when the candidate has accepted the employment offer. We find it most valuable to do a follow-up with the client as well as the candidate, six and twelve months after start of the employment.
Knowledge about the client and company as well as the trust relationship established between the client and consultant contributes to the success of the recruitment process. For this reason we ensure the same consultant handles the assignment from start to finish.